Saturday, May 27, 2017
Don't Underestimate Me
The quote above is great. People are the most important part of companies and can be taken for granted. When we take people for granted they tend to either fight it or be quiet. When they tell you, that is the greatest gift ever (and we often tend to "kill the messenger") and when they don't "we need to read between the lines".
People in companies, if underestimated will perform at that level. As part of a better corporate culture, people need to feel valued and their opinions heard. What can we start doing today to make this a reality?
Don't Underestimate Me
Friday, May 26, 2017
Vacation as Part of Culture
Make sure that as part of a great culture you allow and encourage people to take time off. Happy Memorial Day Weekend!
Thursday, May 25, 2017
Process Comunication Model
We believe communication is the key to effective leadership and that the Process Communication Model (PCM) is the most effective tool for helping people in companies communicate better for even greater results.
The PCM model facilitates the work of leaders and people at all levels of a company to:
*Adapt each person's communication style for better outcomes
*Develop a common language for the cohesion and motivation of the team
*Make meetings more effective and motivational
*Anticipate and handle conflict
The importance of creating a culture that believes and practices KISS (Keep it Sort & Simple) principles is a huge key to success. So much of what is done in corporations, schools, institutions, etc. is too complicated.
As Colin Powell said “We run the army on index cards because if it doesn’t fit on an index card it’s too complicated, if its too complicated it will not get executed and if it is not executed then why are we here”. Keep the knowledge simple and execute. There is brilliance in simplicity (just ask Apple Computer).
Are you a KISS Co.?
Wednesday, May 24, 2017
What is a Culture-Driven Company & Why is it Important to Be One?
A Culture-Driven company starts with a CEO that believes in starting with culture. These CEO’s talk about people, values and behaviors daily and value their people as the most important part of the company. They know that it is all about people and how they behave. They are also the ones who "walk the talk".
We estimate only about 5% of companies are Culture-Driven Companies. Why should you be Culture-Driven? According to John Kotter from Harvard Business School, culture-driven CEO’s who are really effective at driving a great culture throughout the organization have 3x more profit per employee, 4x faster revenue growth and 50% less turnover.
The stocks of these companies also perform amazingly, returning more than 100% more than their peers. If you had invested in Southwest Airlines for a 30 year period from the early 1970's to the early 2000's a $10,000 initial investment would have been worth more than $12 million. This is one of the best performing stocks over a 30 year period ever and even though its a low cost airline their focus on culture is famous.
In addition to financial return, these companies are just better to work for because people feel appreciated and that leads to better morale, happier customers and a better place to work and make a long term contribution. Do you want to be a Culture-Driven company?
Changing the Culture of a company is as hard as a person’s change of habits. It’s like quiting smoking, starting to exercise or eating a healthy diet. “It takes a Herculean strength”
When CEOs and executives start feeling that things are getting out of hand, that their employees are not involved or committed as they used to be, they also start to see a decrease in revenue, and that is when they usually realize about the need to change habits in leadership and in the entire company.
When seeking a Cultural Shift, first and most importantly, is to recognize the beliefs and values that are being observed as not working in a productive way or are counteractive with the expected behaviors that make the company grow and thrive, as not all cultural attributes are in need of change. This attributes are the advantage that had kept the company’s identity and competence.
Also recognizing the unwanted outcomes helps to see the behaviors that are leading to them. This is key if a Culture Shift is the goal.
A very interesting and most useful tool for Culture Shift is to involve everyone in the organization, listening and recognizing their need to be heard and also take part of the new culture. Delineating the new values and behaviors that are going to lead your company to achieve its vision should be a fun and enriching way to learn about each other, value each other’s opinion and keep in mind that everybody has a valid point. This will shape the organization and will make it become a team working together for the same goals.
Tuesday, May 23, 2017
Creating A Corporate Culture of Creativity & Innovation
Corporate culture is made up of the values and more importantly the daily behaviors of your people. Richard Anderson, the former CEO of Delta Airlines said that creativity is really one of your only true competitive advantages over time. If creativity and innovation are important values and drivers for your company, then what are some key daily behaviors you can practice to make innovation part of your cultural DNA?
The value to get creativity is adaptability. The two daily behaviors to do and one not to do needed for creativity and innovation are:
1. Develop new ideas as part of your daily behaviors until this habit happens naturally.
2. Develop the behavior of giving and getting feedback both positive and points of improvement.
3. Do not hamper creativity by being too money, results and short term oriented.
Make creativity and innovation part of your culture and incorporate it in your daily behaviors through training and development on the value of adaptability and the key driving behaviors. Are you and your company culture-driven?
Monday, May 22, 2017
How to Improve Employee Turnover
Turnover is a huge issue at companies. On average it costs between 30-400% of the annual salary per employee depending on the salary and skill level. One way to guarantee high turnover is to follow the policy of "beatings will continue until morale improves" and give people the feeling of this even if the words are not literal.
If you have good people at your company and they are not meeting their goals, check for a few things before you make them feel bad with negative feedback.
a. Are the goals too high and/or unachievable - if so lower them
b. Does the collaborator have a good reason for not meeting the goals - if so find out what it is
c. Is there a skill or will issue going on - if its skill, train them and if its will, help them to motivate themselves by finding out what is behind the will issue and helping them
The best cure for dealing with morale issues with good people is to find them doing things right and praise them. Praise the effort and you better guarantee the result. If "beatings will continue until morale improves" is part of your corporate culture, get some professional training and support as it is costing you too much not to (on the people and profit front).
Sunday, May 21, 2017
Handling Conflict at Work
Learning how to handle rude comments, objections, and phrases or questions that bother us will help us avoid unnecessary conflict at work. Below is a simple three step formula for handling comments that you don’t like and may take personally.
1. Remain silent
2. Repeat the exact words
3. Ask a question that does not escalate the conflict.
Here are a couple simple examples.
Your work is poor.
1. Be silent and listen
2. Repeat – The work is poor
3. Counter Question – What does good work look like for you and how can I deliver that?
Your price is too high.
1. Be silent and listen
2. Repeat – The price is too high
3. Counter Question – Is price your only objection?
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