Are you wasting your time on Corporate culture?<\/p>\n\n\n\n
I did until I fixed this 1 thing.<\/p>\n\n\n\n
\u2192 I used to think discussing culture was
\u2192 Enough to make it real
\u2192 Boy, was I wrong.<\/p>\n\n\n\n
\u2192 In my early days as a leader, I’d talk
\u2192 Endlessly about culture
\u2192 But nothing changed.<\/p>\n\n\n\n
I learned the hard way that…<\/p>\n\n\n\n
Discussing shared culture doesn’t wish it into existence.<\/p>\n\n\n\n
So how do you make it happen?<\/p>\n\n\n\n
Let’s think about the basics…<\/p>\n\n\n\n
A strong company culture is a set of:
1. Shared beliefs
2. Held Values
3. Behaviors<\/p>\n\n\n\n
Helping to amplify everyone’s work.<\/p>\n\n\n\n
And connecting them to your mission.<\/p>\n\n\n\n
But here\u2019s that 1 thing that makes it REAL\u2026<\/p>\n\n\n\n
Simply documenting your values and beliefs won\u2019t help one bit.
\u21b3 Unless you also describe the behaviors that express those values.<\/p>\n\n\n\n
Without naming the behaviors you can’t:
\u2192 Manage
\u2192 Train
\u2192 Hire<\/p>\n\n\n\n
\u2192 The behaviors make your culture actionable.
\u2192 And without this, you don\u2019t have a culture.
\u2192 You have an empty document.<\/p>\n\n\n\n
Here’s an example of how we fixed that at Blueleaf:
\u21b3 High-level value: Ownership<\/p>\n\n\n\n
Behavior (1 of 6):
\u21b3 “You execute others plans and ideas with the same enthusiasm as if they were your own”<\/p>\n\n\n\n
Without the behavior, you’ve got no clear idea about what “Ownership” means<\/p>\n\n\n\n
One last thing\u2026<\/p>\n\n\n\n
Culture starts at the top.<\/p>\n\n\n\n
So as a leader, you need to be the shining example of these behaviors.<\/p>\n\n\n\n
Otherwise don\u2019t expect your employees to follow them.<\/p>\n\n\n\n
How do you make sure culture isn’t a waste of time?<\/p>\n","protected":false},"excerpt":{"rendered":"
Are you wasting your time on Corporate culture? I did until I fixed this 1 thing. \u2192 I used to think discussing culture was\u2192 Enough to make it real\u2192 Boy, was I wrong. \u2192 In my early days as a leader, I’d talk\u2192 Endlessly about culture\u2192 But nothing changed. I learned the hard way that……<\/p>\n","protected":false},"author":2,"featured_media":7339,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"content-type":"","om_disable_all_campaigns":false,"_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"_uf_show_specific_survey":0,"_uf_disable_surveys":false,"footnotes":""},"categories":[140],"tags":[141],"class_list":["post-7340","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-media","tag-culture"],"aioseo_notices":[],"_links":{"self":[{"href":"https:\/\/www.blueleaf.com\/wp-json\/wp\/v2\/posts\/7340","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.blueleaf.com\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.blueleaf.com\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.blueleaf.com\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/www.blueleaf.com\/wp-json\/wp\/v2\/comments?post=7340"}],"version-history":[{"count":0,"href":"https:\/\/www.blueleaf.com\/wp-json\/wp\/v2\/posts\/7340\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.blueleaf.com\/wp-json\/wp\/v2\/media\/7339"}],"wp:attachment":[{"href":"https:\/\/www.blueleaf.com\/wp-json\/wp\/v2\/media?parent=7340"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.blueleaf.com\/wp-json\/wp\/v2\/categories?post=7340"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.blueleaf.com\/wp-json\/wp\/v2\/tags?post=7340"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}