Be Consistent & Recognize Winning Behaviors
Posted: Mon Jan 27, 2025 8:57 am
2. Get Your Values Straight & Make Them Visible
To successfully build an organizational culture that breeds a resilient team, you need to have a clear understanding of what your company stands for.
Whether you decide to use a top-down approach to defining your values or prefer to go bottom-up and crowdsource them through a communal exercise, the key part here is simply doing it. Without clear-cut organizational beliefs, your team has nothing to ground themselves as they navigate the often uncertain corporate world.
With that in mind, it’s not enough to have values, they need to be crystalized, written down, and made visible. Paint them on the walls. Add them to every meeting agenda. Integrate them into the hiring process by showcasing them to your candidates, and consistently revisit them during training exercises.
In my last VP role, I wanted to instill the values of france telegram data knowledge, leadership, and reciprocity in my team. They appeared on the intro slide at every team meeting, team members were periodically quizzed as to their meaning, and we even had them printed on the back of the T-shirts we gave out at our kickoff meetings.
If you want your culture to flourish, make it impossible for your team to forget what it is you all stand for!
Multi-million dollar companies are not monoliths. Many have crashed and burned despite company values being defined and documented.
For example, there was once a company that shared values strikingly similar to the United States Air Force. In fact, their four values were chiseled in marble in the main lobby of their corporate headquarters.
Integrity, Communication, Respect. Excellence.
To successfully build an organizational culture that breeds a resilient team, you need to have a clear understanding of what your company stands for.
Whether you decide to use a top-down approach to defining your values or prefer to go bottom-up and crowdsource them through a communal exercise, the key part here is simply doing it. Without clear-cut organizational beliefs, your team has nothing to ground themselves as they navigate the often uncertain corporate world.
With that in mind, it’s not enough to have values, they need to be crystalized, written down, and made visible. Paint them on the walls. Add them to every meeting agenda. Integrate them into the hiring process by showcasing them to your candidates, and consistently revisit them during training exercises.
In my last VP role, I wanted to instill the values of france telegram data knowledge, leadership, and reciprocity in my team. They appeared on the intro slide at every team meeting, team members were periodically quizzed as to their meaning, and we even had them printed on the back of the T-shirts we gave out at our kickoff meetings.
If you want your culture to flourish, make it impossible for your team to forget what it is you all stand for!
Multi-million dollar companies are not monoliths. Many have crashed and burned despite company values being defined and documented.
For example, there was once a company that shared values strikingly similar to the United States Air Force. In fact, their four values were chiseled in marble in the main lobby of their corporate headquarters.
Integrity, Communication, Respect. Excellence.