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How do you retain a strong company culture as the business evolves or goes through a major corporate event? According to Forbes’ Jeff Weber, through strong, proactive, and accessible leadership. “By being open, direct and honest, leaders can positively influence employees and company culture.”
“The best leaders we have observed are fully aware of the multiple cultures within which they are embedded, can sense when change is required, and can deftly influence the process. Unfortunately, in our experience it is far more common for leaders seeking to build high-performing organizations to be confounded by culture.” According to HBR authors Boris Groysberg, Jeremiah Lee, Jesse Price, and J. Yo-Jud Cheng, however, “culture can, in fact, be managed. The first and most important step leaders can take to maximize its value and minimize its risks is to become fully aware of how it works.”
“Having a strong vision for your company is one thing. Being able to communicate it clearly is another ballgame,” says Inc’s Jordan Scheltgen. “No matter what roles you shift in and out of, being an effective communicator is one of your most essential skills. You’ll need to inform, motivate and criticize your team members. The more clearly you can do this, the better shape you’ll be in.”
“Just as you’d design an app according to the capacity of a device, you need to design language to the capacity of a brain,” says the NeuroLeadership Institute’s David Rock in HBR. “Any time you craft an idea that you want people to remember easily, if the idea can be said out loud in under three seconds, the chances of usage go up dramatically.”
“Late starters often overtake first movers,” says Inc.’s Artem Maskov. “What matters far more than a ‘great’ idea is assembling a great team of people who want to be problem-solvers and solution-finders — not necessarily inventors.”
“Hierarchies, pyramid org charts and traditional job roles will soon be relics of the past,” according to Cisco’s Senior Vice President and Chief People Officer Francine Katsoudas. “Companies which lead in the future will be those those that have figured out the secret sauce around team performance, building purpose and driving to talent processes that support fluidity.” She provides specific actions that attribute to creating the best teams.
“When it comes to an ideal job, most of us are looking for a career, a community, and a cause,” say Lori Goller, Janelle Gale, Brynn Harrington, and Adam Grant in Harvard Business Review. In the past, companies could get by offering a workplace that embodies just one of these three characteristics, but Facebook’s recent study of its employees suggests that people want more from their organizations.
“The best way to sway others is not to tell them your answer, but to arrive at an answer — together,” says HBR’s Nilofer Merchant. “Listening is the key pathway to go from your idea to our idea.” She shares a great tool for priming yourself to be more curious in your next meeting.