Colin on Culture

Culture Speak: Part Seven - Putting it all together

In the final episode of Culture Speak: The art of talking about work, I summarise the six previous episodes and talk about what it takes to not only put the learning together but also how to positively evolve the culture.  I emphasise the need for continuous feedback and engagement, advocate for pulse surveys over traditional yearly assessments and highlight the significance of redefining culture collaboratively and ensuring that all employees feel a sense of ownership in the cultural journey. Building a vibrant culture is one thing, staying there is another challenge entirely! Key takeaways: * Sustained vibrant culture requires committed executive support. * You can only have one skeptic in the team. * Training managers is crucial for building culture. * Culture is perpetual and constantly changing. * Pulse surveys are more effective than yearly engagement surveys. * People should rate their own culture for better insights. * Engagement scores can significantly improve with ownership. * Activities to maintain culture should be frequent and engaging. * Everyone should have a say in defining culture. * Creating a culture journey involves collective input. Chapters: 00:00 Introduction to Culture Speak 02:33 The Three Elements of Vibrant Culture 04:31 Defining and Measuring Culture 06:24 Engagement and Ownership in Culture

Culture Speak: Part Six - Vibrant Culture

In episode 6 of Culture Speak: The art of talking about work I discuss the characteristics of a vibrant culture, where engagement is high, people are consistently able to bring their best selves to work and results are achieved. This is the kind of culture that everyone wants to work in! Key takeaways: * Vibrant cultures are built on emotional intelligence and engagement. * Management capability is crucial for fostering a vibrant culture. * Culture must be actively maintained, not just defined. * Leadership commitment is essential for a strong culture. * Learning from failure is a key aspect of vibrant cultures. * Investing in culture can take various forms, including time and creativity. * Engagement scores can indicate the health of a culture. * Changing a culture takes time and consistent effort. * Defined cultural values must be upheld by all members. * Vibrant cultures create an environment where anything is possible. Chapters: 00:00 Introduction to Vibrant Cultures 02:19 Defining and Maintaining Culture 05:33 The Role of Leadership in Culture 07:22 Engagement and Continual improvement

Culture Speak: Part Five - Toxic Culture

If you only listen to one episode of this seven-part series of Culture Speak, make it this one. In episode 5 I discuss the characteristics of a toxic culture, where - if swift action isn’t taken - lives, results and reputations can be ruined. I discuss the three levels of toxicity (0-2), how to spot it and how to deal with it so that you don’t ever get to level two. Key takeaways: * Toxic cultures are easily avoidable. * Engagement is a two-way street between the organization and employees. * Combatant cultures can lead to high stress and anxiety. * Unconscious bias thrives in consistently combatant cultures. * Persistent profanities and microaggressions are signs of toxicity. * Cutting off toxic individuals is essential for cultural recovery. * Corrosive cultures can cause genuine harm to employees. * Toxic cultures have led to significant business failures historically. * Emotional cruelty is as damaging as physical harm. * Assessing your culture can guide necessary changes. Chapters: 00:00 Understanding Toxic Cultures 02:46 Identifying Combatant Cultures 05:29 Corrosive and Harmful Cultures 08:39 Moving Towards Vibrant Cultures

Culture Speak: Part Four - Combatant Culture

In this fourth episode of Culture Speak I discuss the characteristics of a combatant culture, where engagement is high, but emotional intelligence is low, and every day is filled with anxiety, stress and busy-work. Key takeaways: * Engagement is a two-way street between the organization and the employee. * Combatant culture can be beneficial in small doses but harmful if prolonged. * High engagement with low emotional intelligence can lead to toxic behaviors. * Brilliant jerks can undermine team dynamics despite their skills. * Combatant cultures often exhibit anxiety, stress, and burnout. * Workplace culture oscillates between pleasant and combatant, leading to exhaustion. * Engagement scores can be misleading if toxic behaviors are present. * People often wear their busyness as a badge of honor in combatant cultures. * Effective leadership requires addressing toxic behaviors promptly. * Understanding your workplace culture is crucial for improvement. Chapters: 00:00 Understanding Combatant Culture 02:44 The Impact of Engagement and Emotional Intelligence 05:45 Navigating Toxic Behaviors in the Workplace

Culture Speak: Part Three - Pleasant Culture

In this third episode of Culture Speak I discuss the characteristics of a pleasant culture, where emotional intelligence is high, but everything is just, well, a bit ‘nice’. Key takeaways: * Emotional intelligence and engagement are key workplace factors. * Pleasant cultures can lead to stagnation despite empathy. * Respect is crucial in team dynamics, even without friendship. * Gossip and backbiting can arise in pleasant cultures. * Pleasant cultures often lack the challenge needed for growth. * Blind optimism can hinder progress in organizations. * Risk aversion is common in pleasant cultures. * Culture change requires engagement and skill development. * Organizations must align their engagement levels with employee expectations. * The Five Cultures quiz can help assess workplace culture. Chapters: 00:00 Understanding Pleasant Cultures 06:18 The Challenges of Pleasant Cultures