What flashbacks do you have when you think about your most miserable job ever? There was an NCIS episode where Abby and McGee go back and forth with one another sharing their worst jobs before joining Team Gibbs. It started out with the boring ones and rapidly morphed into the most disgusting...
Since you’ve accepted the responsibility of leading your team, I’m going to assume you’re taking what we’ve dug into up to this point to heart by identifying what you really value and defining exactly why those things are meaningful to you - so don’t prove my faith...
Once we’re confident that we have a solid list of the things we really value, we need to be very intentional about defining the reason each of those values matter to us - or anyone else for that matter! The values our organizations perform to will indeed become the organizational culture...
SInce we’ve established the importance of organizational culture and we’ve developed a foundation for what that culture needs to be built on, it’s time we get serious about defining the specific values we stand for - the ones we want to be known for upholding, personally and...
I don’t believe there’s a cookie-cutter approach to identifying and defining the values any organization’s culture is built around, that really needs to be a very intentional process and those values should be as unique as the products and services a company provides to the...
What are you just not willing to compromise? Where have you drawn a line in the sand that you absolutely will not cross, or allow anyone in your organization to cross without being held accountable immediately? Lying? Cheating? Stealing? Harassment of any kind? I’m sure each of those things...
Now that we’ve developed a foundation for The Importance of Organizational Culture, and we have a practical definition of organizational culture we can work from as we lead our teams, let’s nail down what we really need as a strong foundation for that culture to be built on…
If...
I’ve never seen a rule saying that we’re required to like the stuff many highly DRIVEN executives consider to be touchy-feely… In fact, we don’t have to agree on whether or not that stuff really does impact our organization’s performance! But I’d compare...
In considering How Our Organizational Culture Impacts Onboarding, we often tie this directly back to what a new (or even potential) team member hears through the process. Who they hear it from matters too! But talking is usually the easy part! Making sure the walk that follows comes anywhere...
Having just worked through how an effective onboarding process can get results, I believe it would serve all well to have a solid understanding of what absolutely must be in place for any piece of information we cover during that onboarding process to have a lasting impact. So what could possibly...
Once we understand the key to retaining and engaging our new team members, and really all of our team members for that matter, the next piece we need to be sure to build into our onboarding process deals with making sure everyone knows exactly what’s expected. Although that may sound like a...
If we really want to build an onboarding process that works, especially when we’re responsible for leading the organization and we may not have direct interaction with each team member on a daily basis, we need to be sure the first impression we make is one that lasts - and a good one at...
