Is your leadership ability healthy? If you immediately say yes, then you might want to rethink your answer. It’s likely that there are some gaps in your leadership ability that you are unaware of.
Here’s the big question: Would you want your leadership style replicated in your organization? Over time, you will remake your organization in your image. People in your charge—and in their charge—will do what you do. Would you want your entire organization to lead like you lead?
Most leaders have not taken the time to examine how healthy their leadership ability is. That’s understandable—and that’s unfortunate. It’s understandable with all that they have on their plate. But it’s unfortunate because of all the people they have reporting to them who are impacted by their leadership.
Here are some resources to help you improve your leadership ability.
Your company culture depends on the quality of people you hire. When building your team, it’s important to look for soft skills. In the hiring process, gauge the candidates’ emotional intelligence. You want to hire people who can avoid unnecessary conflict and can represent the company well. New hires should complement the rest of your team.
Your external brand messaging to customers must be supported by an internal employee culture. If your brand and culture are not in alignment, then you will have customer churn. Remember: Your employees are the best ambassadors for your brand, so it’s important to get hiring decisions right.
Here are three qualities to look for in new hires as you build your team and cultivate your culture.
Culture change starts with you as a leader. In your role at your organization, you can have a profound impact on the people employed there. You have the potential to be an agent of transformation. You can make a contribution to society by making an impact on your company culture. Diversity starts with you.
We all arrive where we are based on our own experiences, and our experiences affect our worldview. But here’s the tricky thing: we are usually oblivious of our worldview. We usually think we are more open-minded than we actually are. We usually don’t realize what our worldview is until something challenges that view.
Culture change is a process, and a process takes time. It requires intentionality, clarity, and consistency. It requires doing things that we typically haven’t done before. We can’t expect a short diversity training session to change behavior. It needs to be woven into the fabric of our organizations. It requires us to operationalize our organizational values into a systemized training process.
Here are five key concepts for incorporating diversity into your company culture through a systemized training process.
Your training program in your company may be incomplete. Training is an essential part of building your culture, but many organizations don’t understand how comprehensive it should be. Culture building should be integrated into your training program in order to get the most out of your training dollars. Otherwise you are throwing money away.
Training is not expensive: lack of training is expensive. Take The Container Store, for example. They provide their employees with more than 10x the amount of training their industry average provides. And they pay their employees significantly more than the industry average. And yet their employees have only 1/10 of the industry turnover rate.
The training The Container Store provides their team serves to create the culture that keeps employees working for the company. Similarly, your company needs to incorporate your culture building process into your training program.
Here are the four levels necessary for your training program to mutually reinforce your culture building process.
When people talk about branding, usually they think about a logo. While a logo is a graphical representation of the brand, a brand involves so much more. The brand summarizes all the experiences that people have had with your organization over time. So when we think of branding, we should not focus on solely the logo. Instead, we should focus on holistic branding.
Holistic branding takes into consideration all the interactions your employees have with customers. Your external marketing messages and your internal employee culture must be seamless. What customers experience in their interactions with your employees must be in alignment with what they see in your marketing messages. If they do not match, then customers will be confused. And confusion kills branding.
There are three important factors involved in holistic branding.
Your culture defines how things are done at your organization. But it’s possible your culture defines how things are not done at your organization. Instead of moving your organization forward, it’s possible your culture is holding you back. If that’s the case, you have a toxic culture.
A toxic culture makes everything more difficult at your organization. Eventually a toxic culture will cause you to lose your best people, decrease your productivity, and reduce your profitability. And it will only get worse unless it’s identified and addressed.
Here are four signs that you have a toxic culture at your workplace.
Your company purpose is key to your brand differentiation. Knowing why you do what you do will help you draw the right customers to your company. But what if along the way you have lost hold of your company purpose? Or what if you never identified your company purpose? The good news it’s never too late for you to (re)discover your company purpose.
Now, it’s important to remember that your company purpose has nothing to do with making money. It can’t have anything to do with making money. Because making money is only a by-product of your company purpose.
Here are three ways you can (re)discover your company purpose.