Creating Culture Confidence by Jim Johnson

In this final post on Culture Confidence, I want to share some practical things you can do to help build your company’s culture and by merely doing these, you will gain more confidence in becoming a team member who PROMOTES, PRACTICES, and PROTECTS your culture.

Just do it.  Intentionally, sincerely PROMOTE, PRACTICE, and PROTECT your company’s culture.  I know this sounds obvious, but we are all prone to getting in and remaining in a rut at work (and in life).  Watch and listen to your work environment and find ways to positively impact others.  Such as…

spotlight

 

Spotlight coworkers.  If your company periodically recognizes outstanding work coming from the team, do you part by nominating someone for this recognition. Even if the other person never knows you nominated them, do it!

 

High 5.  At my company, we have developed a way to send digital “High 5’s” to coworkers when we “catch them” doing great things.  This High 5 – one of our superstars created this process in Hyland’s OnBase – is a simple form filled out and then sent to the identified team member and sent to their supervisor.  The supervisor can then save this to our company’s performance software for review considerations.

thank you

Thank You Notes.  Yes, actually sit down and in your own hand writing jot down your appreciation of someone and send it to them.  Or walk it to their desk and give it to them.  People LOVE to receive these.  Be thoughtful and specific.

 

“I appreciate you.”  This one may be a little bit harder for some of us, but actually tell someone you appreciate them – out loud.  Or at least write it down and send your thoughts to them in a note, email, instant message (not my favorite because it typically cannot be saved).  These are powerful words that can turn someone’s day around, lift their spirits, and build better relationships.

Assume the Best.  Too often, culture suffers because we assume the worst.  Turn it around.  Assume in best in what you are hearing or seeing.  If an email comes off fuzzy in its meaning, get up and go talk with the sender to get the clear meaning.  Assume the best.  And expect the best – from yourself and your team members.

 

questionsAsk Questions.  Asking great questions will help you get to the heart of an issue.  Asking great questions helps you learn more about a person’s role in a project.  Asking great questions helps you understand the other person’s point of view.  Ask great questions and listen carefully.

 

coffeeLunch/Coffee.  Ask a colleague out to lunch/coffee with no agenda other than to get to know them better.  How do you do that?  Ask great questions about them.  It may shock your colleague, but this earns great relationship dividends.

 

Self-Talk.  Be careful of what you say when you talk to yourself.  We so easily talk ourselves out of becoming more confident.  We talk ourselves down when considering our performance.  Your company hired YOU.  Step up and shine!  Reprogramming your self-talk will surely help you to become more confident in your work, your behaviors, your thinking, and your significance.  You are worth it.

We spend so much of our lives at work.  Let’s make that work meaningful by creating great company cultures.

You will benefit from this.  Your team will benefit.  Your company will grow.  Your community will be positively impacted.  Your customers will notice.

Culture Confidence.  We can do this.

smartselectimage_2016-05-04-09-52-36.png

What Great Mentors Do

I attended a meeting a week or so ago on mentoring.  At this meeting, several people shared about mentoring from different points of view.  One of the speakers was a young man, Brad Thomas.  He shared how being mentoring has changed his perspective and life.  His presentation was outstanding.

He shared that he believed a great mentor does 4 things for their “mentee”.  Here is it:

Great Mentors

So, leaders, are you a mentor?  If not, find someone today!  Our company promotes this and many of us are actively mentoring.  When you get this privilege, don’t forget Brad’s words:

  • Expand – a great mentor will expand someone’s world-view.  They will expand knowledge and help point to resources.
  • Engage – a great mentor will cause the “mentee” to think and act.
  • Encourage – a great mentor will build up the “mentee” and help them build on their strengths.
  • Empower – a great mentor will reveal to the “mentee” that they have power to act and make an impact.

Make the investment to pour yourself into the life of another.  It is so worth it!

To Encourage or Not by Jim Johnson

image

We’ve probably all had this kind of manager – the person everyone fears to annoy, anger, or simply encounter.  This manager’s words and actions are harsh, demening at times, and down right nasty. 

What kind of productivity does this sort of person get from his/her team?  Just enough.  Just enough performance from the team to avoid being yelled at, threatened, and targeted. 

A team that produces “just enough” will eventually produce less and less. Team members will come and go and the productivity, as well as the very life of the team, will dwindle.

There is a better way. 

In his book, “Life is a Series of Presenations”, Tony Jeary quotes University of Michigan psychology professor James V. McConnell who said, “People who smile tend to manage, teach and sell more effectively, and to raise happier children.  There’s far more information in a smile than in a frown. That’s why encouragement is a much more effective teaching device than punishment.”

Think of your team right now.  Who needs to take their performance to the next level?  Who has recently demonstrated a behavior that is hurting the team? Who seems to be in a slump?

How you interact with this team member will make all the difference in the world in turning the situation around. 

Smiling and being encouraging isn’t giving them a pass.  As a leader, you want to connect with your team member.  By being abrasive, you are putting up walls.  Communication and understanding is being impeded. 

A positive approach to leading people breaks down walls.  It brings life to your relationships.  Your team will be more open to your guidance and coaching.  Your team will become loyal.  Others will want to join your team. 

Remember this thought from Tony: “The substance of your communication is the response it generates.”