Sometimes we need to pump the brakes and remember when we talk about improving the culture through:
• Mission clarity
• Employee commitment
• Fully empowered employees
• High integrity workplace
• Strong trust relationships
• Highly effective leadership
• Effective systems and processes
• Performance-based consequences
• Effective 360-degree communications
• Commitment to learning and skill development
• Emphasis on recruiting and retaining
• outstanding employees
• High degree of adaptability
• High accountability standards
• Demonstrated support for innovation
Sometimes this list is over powering and can tax the process.
Let’s think of a culture in terms growth, predictability and profitability
If we consider Maslow’s Hierarchy of Needs at the most simple organizational level in might be –survival, success and transformation.
• It’s the Big ‘MO’- motivation that fuels great teams and it’s success that breeds the Big Mo. Success even smalls ones make us play big, “ all a scorer needs to do is to see the first time his shot goes thru the net.”
• It’s the Big ‘MO’- motivation that energizes– nothing breeds success like success – part of our job is to acknowledge the small successes. These are the adrenaline blasts that fuel larger triumphs!
• It’s the Big ‘MO’- motivation that liberates the talents and permits us to challenge each other.
Culture is a two-way street. We need to communicate. We need to trust. We need goals and a scorecard. We each must control our own attitude because“Attitude reflects leadership.”
At the top of our pyramid is the peak, transition is the peak. The peak is where the earth becomes sky, where plans become success. Organizations can grow and thrive but on survival instincts and success. At the peak we deploy “affinity marketing and adaptive selling” Affinity marketing is promoting an established brand’s products or services to a niche audience. The challenge with affinity marketing is finding the right audience
Adaptive selling is Custom tailored and flexible approach to selling based on the type of customer and sales situation, and adjusted in response to the feedback received.
When considering powerful cultures, cultures that service the customer some common threads appear. Teams that sell and win have great cultures. Great cultures agree on the mission and believe in the goals of growth, predictability and profit. Cultures that agree have goals that elevate. They understand that growth requires effort, innovation and cooperation.
Great cultures like a great symphony each know and respect their part – the 1st trumpet does not play during the cello solo or do they smart crack the performance. Great teams with great cultures trust and support each other. Working hand in glove with trust and support are high standards and shared responsibilities. Shared responsibilities include speaking 1 on 1; discussing the issues and at times coaching and counseling one and other.
All the runners in a race compete, only one wins – Lets run to win!