One of the greatest business challenges is effectively changing a workplace culture. What if it’s an extremely large, global corporation? Some might view it as an unsurmountable challenge. Not Larry Senn. He has arguably been a part of more large-scale culture transformations than any other individual in the world. He’s the founder and chairman of the culture-shaping firm Senn Delaney, a Heidrick & Struggles company.
I had the pleasure of interviewing him as part of his gracious support of CultureUniversity.com, where he provides regular insights on best practices in culture change as one of our esteemed faculty members (see the full video interview – link). The insights he shared, and his regular columns, should help us all more effectively manage culture change.
Culture is a hot topic. It was the Merriam-Webster “word of the year” for 2014. Leaders and experts across the world are talking about how to develop an agile culture, implement a lean culture, overcome the culture clash in acquisitions, and many other areas of culture change. Unfortunately, the reality is that most of these leaders and experts are actually focusing their efforts on climate and not dealing with the deeper, more powerful subject of culture. I didn’t understand the difference until the past few years.
Haven’t we talked about employee engagement enough? Nope! Because despite the amount of time, energy and effort that organizations around the globe are investing in helping engage people in work, things aren’t improving much. Weekly pizza socials, guest speakers and telecommuting options are certainly appealing. I like pizza as much as the next guy. And, sure, a monetary bonus and summer hours will certainly put a smile on someone’s face. But here’s the issue – none of these things will motivate your people day in and day out.
These tactics don’t drive people’s discretionary efforts, passion or dedication. It takes a completely different approach to drive a culture of engagement in your organization. You just need to follow four steps that I call the Four Roots of Engagement.
Photo Credit: Charles Henry, Flickr – Altered with Quote
An Interview with Jenn Lim, CEO of Delivering Happiness
Is happiness a driver of business results? How do you go about improving happiness in an organization? We discussed these and other subjects as part of a CultureUniversity.com interview with Jenn Lim, CEO of Delivering Happiness. She started Delivering Happiness with Tony Hsieh of Zappos after he wrote the best-selling book by the same name and they are building a community with the greater goal of nudging the world towards passion, purpose, and a happier place.
Most of us experience fear in some form in the workplace nearly every day. Some is completely natural due to uncertainty about raising a problem, idea or opinion. In other cases, fear leads to tragic consequences as employees resist speaking up or “acting on what they know.” Fear is the ultimate culture killer and was the subject of a top 50 post on TLNT last year titled The 8 Clear Signs of a Workplace Culture of Fear. So how do you overcome fear and take action that will benefit your organization?