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Every organization recognizes that workplace culture plays a vital role in achieving success. Still, members of the organization aren’t always living up to the organization’s supposed culture, or feel powerless to go against a culture they don’t embody.
In this episode, our guest Devin Halliday shares how organizations can use culture to succeed. Devin is the founder and Chief Belonging Architect of Rudiment Solutions, a consulting agency that empowers people and unlocks their full potential. He hosts the Belonging Factor Podcast, and he also wrote the book BE/LONG/ING FACTOR.
Make sure to check this episode’s highlights and tune in to the show for the specifics of how to properly build your organization’s culture.
Building Cultures Your Members Could Identify With (7:13)
- A vast majority of culture statements don’t resonate with the members of their organizations.
- Many organizations are too focused on their output. In reality, they have to focus on their members and the values of their organization.
- With a good set of values that your members could adhere to, the excellent output will follow.
- People could feel uncomfortable with the culture of the organization and feel powerless to change it.
- There should be an alignment of values, with a clear definition of each individual’s role in the organization.
- A culture statement could produce unintentional culture when there is no clear definition of roles that relate to the values of the organization.
Making Time for Culture Building (13:19)
- Everybody recognizes that culture is essential, but 41% of leaders say they are too busy to manage the culture of the organization.
- Managers become too focused on delivering KPIs and lose time to build up the people who help them achieve their outputs.
- Organizations that can establish a culture of collaboration, trust, belonging, diversity, and inclusion develop better results.
- Culture building has to be intentional, where the management’s goal is to build up its team holistically.
- Many managers miss the connection between culture and results.
Making Diversity and Inclusion Real in the Organization (19:19)
- Hire based on culture “add” instead of culture “fit,” hiring people who could add something to the team instead of just fitting in.
- Eliminate the “Echo Chamber Effect” by creating a system where constructive dissent is encouraged.
- When the organization doesn’t have a system where people could speak up in a way they think they could contribute, they become silent. Thus, diversity and inclusion disappear.
Becoming an Authentic Leader (22:46)
- Be who you say you are.
- There are two critical pieces: the ability to self-analyze and 360 feedback.
- To self-analyze, deliberately take steps to evaluate.
- 360 feedback means you are constantly curious to learn and seek input from others.
- At the end of the day, other people decide whether they see you as authentic or not.
- Authenticity requires transparency and displaying vulnerability.
- Combining the two critical pieces will help you see clearly how well you’re doing and where you could improve.
Book Recommendations and Habits (28:13)
- Chicken Soup for the Soul by Jack Canfield
- Waking up early in the morning and connecting very clearly with his wife.
- He starts the day with some sort of gratitude practice.
You could win an autographed copy of Devin’s book Belonging Factor by visiting his website. The book is also available on Amazon. Connect with Devin through LinkedIn and share with him your stories and your journey.
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