If you lead people, intentionality on both the spoken and hidden rules of engagement and interaction models is not optional.
Your life and work always moves toward what you think about most. The things we put little effort into changing tend to stay the same or degrade. Seems we frequently expect people with different standards, different values, and different goals to just “figure it out”. This rarely is a strategy for success.
This series will provide very simple questions meant to (re)spark awareness of nuances that may not always be top of mind but can help close the gap in organizational culture between an engaged or a disengaged employee.
People are more creative when they are in a positive mindset. Cultivate a culture of joy and humor.
Be thorough in the interview process and ensure possession of the right skillsets that are required. And of that person’s alignment to core tenants. Each person is a foundation to the organization – make sure the foundation is stable.
Raising concerns immediately (and tracking them) helps foster solution-building and reduces risk to the organization. In addition, empower your people to actively solve concerns that they uncover.
Healthy organizations are proactive. They encourage planning and anticipation of need. They work to put processes, procedures and mechanisms in place to simplify, reduce risk, eliminate re-work, and limit “fire drills”.
This is very similar to yesterday’s tip but specific to the way that something is done: Everyone pitches in and cares about the quality of the project, product, or service. “We are stronger together than we are separately” is practiced, heard, and seen daily.
The individual and collective actions of the people reinforce the idea of being on one team. Care and concern are given to others; it is valued and respected (vs. being taken advantage of).