Culture is critical. It differentiates companies, it creates energy and excitement, and it builds identity. In other words culture is a verb- it is what people say, do think, and feel. Yet too many culture initiatives are built with a noun mindset. What person will lead the training and communication plan? We can change our workplace if we paint the walls or add a foozball table. We can copy that thing our competitors have that seems cool. Just Do It are three little words – but they are the summation and expectation of action that define Nike. So how can you “do” culture? Make it personal. Be Intentional. Commit completely.
Make it personal. There is no better way to change a culture than to change yourself. If you know that accountability is an issue at your workplace and that the lack of clear goals is impacting business results and engagement then be the change you want to see. Create goals for your team. Publicize them. In meetings use a RACI to confirm the roles people are agreeing to. Let go of your noun mindset – What are other people doing? I haven’t seen that anywhere else here. I should wait until something is rolled out officially across the organization. These are culture killers. Culture consultants and culture trainings/framework help us set a clear, common course, But unless you get in the blocks and run, you can’t win the culture race.
Be Intentional. The best (worst!) example of the disconnect between culture and action is perhaps Enron. Their vision and values statements begin with
“As a partner in the communities in which we operate, Enron believes it has a responsibility to conduct itself according to certain basic principles.” We know that they ended bankrupt, morally and financially. Being intentional about connecting culture and action comes down to what you permit, and what you promote. The action of promoting the jerk who gets great results by running over others is a culture killer. The inaction of addressing the leader who is disrespectful to women is a culture killer. No noun excuses- we have to be willing to let go of that person, close that place, and remove that thing if we are serious about the culture we are building. Hold up a culture mirror and say does this person, decision, policy, practice, etc, reflect who we want to be? We do a good job with promoting our culture on internal and external media. We need to ask would we hashtag what we permit.
Commit Completely. Thinking about culture change is like preparing for a marathon. It is a daunting. You can’t see the end. We know that we won’t all get to the same mile markers at the same time. Yes. So just do it. Make a run at changing your culture by committing completely and honestly. Acknowledge that it’s hard work and requires us all to think and act differently. Discuss that letting go of the known for the unknown is scary. Reward those that start, those that stumble but continue, and everyone who gets on the course. Culture killers are the people that nod along in the meeting and go back to their desk and work and act the same old way. The executive offices that are on a locked floor when you just announced an open door policy. The flex time policy that is actually inflexible for most peoples’ jobs. To win at culture and marathons you can’t be a spectator – it’s daily drills, long roads, and bumps and bruises that take you to there.
Culture differentiates companies. Everyone knows Just Do It and knows what is means. It resonates because it is focused on personal, intentional action, Culture work is all about the verbs- it is what people say, do, think, feel. People, places, and things matter — but getting caught up in a noun mindset can’t spark change. Instead go do culture by making it personal, being intentional, and committing completely.