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Company Culture

The Culture As A Service Movement

2020 and 2021 have been hard, extremely hard.

It has been some of the toughest mental challenges we have had to face as a globalised population.

We have seen many teams just survive, we have seen a few do well and a tiny percentage thrive the last 15 months.

In recent weeks we have seen huge investment into the software side of company culture.

This is great news.

Human First Hybrid Company Culture vs Software First Culture 

(Company) Culture as a service or CaaS for short is an area so many businesses are going to have to look at in the hybrid world of work. 

Company Culture (aka organisational health) has often been seen as an important and unique aspect (a USP to some) to many businesses success and if you ask a mid manager to senior exec they will make a comment of how important company culture is and why it is central to their company goals. 

This has not always been true and often a crafted narrative companies use to attract staff or manage internal expectations.

A Reminder: Perks Are Not Culture

This is the same way perks were confused as company culture from tech firms and have failed to keep colleagues happy once these were removed or rightly seen through. 

As we are on a mission to fix the broken world of work, Company culture is one of our core pillars, Focus have called out the importance of company culture and drive for organisations to add as much weight to company culture to the one company-wide overarching strategy.  

As we are planning the post pandemic return to the office it vital we understand the right steps to take forward.  

In the hybrid office world, we have seen the culture shift, we have seen virtual first communications and virtual first connections disconnect many teams and even the closest of colleagues. 

Deliberate & Hybrid 

In the hybrid office future, where the office will turn into a performance centre and be seen as an arena, it is clear that we have to be even more deliberate, we have to be deliberate in reconnecting teams, we have to be deliberate in connecting teams to their departments and co-build the right hybrid environment for cross-functional collaboration for your company to succeed from the short term to the long term. 

Sharing Moments 

The sharing of moments, the unplanned collaboration, the unplanned problem solving and getting around the whiteboard has been missed by many however in this new world of work we have to make these occurrences as seamless as they would in person and as hybrid as possible. 

Company Culture As A Service 

Company culture requires two things,
1/ willingness to want to address the issues and
2/ taking internal and external ownership of a company culture issue or truly co-building a company culture that you are proud of. 

Software Second  

The right software can help however it is imperative to understand that the right human-first approach is taken and then the right tools and software are introduced to complement connection, understand a deeper level to surveys and engagement feedback, providing an opportunity to address any underlying issues or the foundation to improve company culture. 

Listen To & Hear From Everyone

Leadership, HR and staff of all levels need to be heard, have open and transparent conversations and treated as equal partners. This is the way you build connective culture and not a series of subcultures,
“the we are always going to outperform many solo me’s”

Software and tools are often the go to procured solution to company culture however the right internal and external agencies or culture consultants will guide you and your company forward in the right approach for your company and your current and future employees. 

Culture Is More, It’s Deeper

On-demand Culture and (CaaS) culture as a service are going to see huge areas of growth, many businesses have already thought about the importance of culture but allowed it to peter out or implode in the work from home experiment.

It is essential that business place company culture and strategy on the same level and plan an intentional and deliberate plan of attack for improving and building company culture. 

Tools will always be important, software is central to 95% of our days but our people, the beahviours we co-create, the chemistry and connections we build peer to peer and the environment we build and nurture helps to shape company culture and success. 

Remember when making a choice between an internal team and an external company or software, you remember collaboration is key to success, hiring the right partner for the quick wins is important but company culture will take a long term partnership, a dedicated and flexible plan and most importantly everyone to be on the same page, it cannot be dictated to or from the 10 bad HiPPOs sitting around the conference room table. 

Categories
Friday Focus

Friday Focus – Friday 4th December

On today’s five things to focus on this Friday.

We look ahead to 2021, we share five helpful resources that will help you develop your company and empower your team around you with rich reading materials.

The fear of innovation and why it’s so important not to fear change and evolution, especially when it going to open up new markets for you.

How to develop working relationships and be authentic at work with colleagues and management

The five roles you should be looking at to employee or internally to reshuffle your pack

Why Google are wrong in no meetings = burnout prevention

Optimising your meetings will help your business develop and mature quicker than more hires

Have a great weekend and I trust these resources help you in the week ahead.

Categories
Leaders Letter Newsletter

Leaders Letter 19 – Write Your Team A Letter

Write Your Team A Letter

12/10/2020

Dear Leaders,

I trust Q4 has started to click for you and your team. Something I run in one of my workshops is a simple task, it is handwriting a letter to your team.

I’m 95% confident you haven’t written a handwritten letter to your team before.

Why a handwritten letter?
A letter is more personal, it shows personality, shows you are really thought through the words and the sentiment you want to share with your colleagues.

There are even behavioural sciences that back this method up.

Say thank you, show you have seen the team develop, identify great behaviours, call out wins, say when you have been proud recently and welcome feedback, yes feedback away from your 1-2-1’s. 

I give people up to 30 minutes to write and rewrite their handwritten letter. 

There are two kickers of the exercise:
(1) You have to give a copy to each member of your team or department (send as a PDF right now)  

(2) The letter will be shared with the other managers and leaders and the letters are shuffled like a pack of cards and each letter is read aloud to the group. 

This might seem like a trial on a bad reality TV show, however, the openness is imperative and this will push you and your leadership to be more open and more transparent with your team. 

It offers you a chance to say things you wouldn’t normally say, it allows you to continue ongoing in-jokes and an opportunity to be the most authentic you vs the leader you believe you have to be on chat, email and in-person. 

This helps introverts, ambiverts and even the extroverts who will want to read their letters aloud first 😉.

I guarantee you will learn something about you, about your fellow leaders and importantly about how your team or department react. 

Have a good week and happily reply to let me know what you think.

Thanks,
Danny 

PS Next week, leaders letter 20 will be 3 tips to optimise your meetings.