Organizational Culture...3 Absolutely Dumb Questions And One You Must Ask

The entrepreneurs, biz owners, and curious individuals who are elegantly renewing their cultures right now....

...know there is NO magic spell to bring life to your culture. The brilliant leaders also know there are a few things you should NEVER DO when you're searching for the pain.

Here's a list of crazy, stupid, and simply dumb questions which will only ignite a deadly rage and leaves you like a wounded duck...and incredibly, goes on in some organizations.

Begin with an accusatory tone...blaming them for the financial results of the company...this stunt is unbelievably devastating and stunningly vicious. If you want to create defensiveness and build a wall like the Rock of Gibraltar...keep drilling these insane strategies.

You can't drag them kicking and screaming into submission or you will instantly traumatize them with questions like... We're in a bad spot, you gotta cut expenses by 20% and increase your sales by 20%...and by the way why aren't you working harder? The dude with this sensitivity will destroy and humiliate chances of rebuilding a happy, engaged culture. You might be laughing out loud right now...but this crap goes on.

If your intention is to unite, begin by nailing other employees or other departments as examples of weak players. Hmmm, this will serve you horribly and kill your chances of surviving much longer...you won't make it back to your office without the daggers and arrows.

Here's why you'd never make these mistakes.

...everyone of these strategies serves to tear down, rip apart, and power your way into their hearts. None...nope, not one...serves the employee or company.

Even the clueless leaders understand this...after a couple of misfires.

So why doesn't every leader get this?

...because, where most leaders get stuck is to replay all the behaviors which created the mess, thinking the behaviors worked on the buildup...they must work on fixing...and here's where they are wrong...

...is in the "honest engagement with employees on the buildup" was as important as needing employees help on recovery.

Here's the secret and the ONE thing you must do:

You find a group of employees and you offer them something they value...by talking and listening to them in a way that touches their souls and deeply moves them to action.,,once perfected you can take this on the road.

...and one of the first principles of ethical leaders is to "do no harm", like the Doctors Hippocratic oath. Your job is to do no harm to the emotional psyche...cuz all you have going for you is the employee's personal choice to play at a deeper level with you and the company.

Elbowing your way into their world is as smart as jumping into a caged match with world class wrestlers. You are on their turf...it's their commitment you seek. Back off Bucko. Stop telling and start asking...life will be a lot happier for you and for them.

by: Gen Wright

POST COMMENT

Student Union: A Free Organization or a Dependent Structure The Advantages Of Using Gas Patio Heaters While Organizing A Party In Your Patio Human Resource - Heart Of An Organization Little-known Student Organizations: The Weirdest Ones Reach In Closet Organization Ideas Organizing A Hen Party Would Be Easy If Followed By Hen Party Themes The Do's And Don'ts To Remember When Organizing A Hen Party Commencing Your Very own Organization - An Overview Anarchy As An Organizing Principle Globalization Effects on Organizations Things You Should Know Before Implementing Microsoft Crm In Your Organization Why Assessing Employee Behavior is Good for Your Organization The Impact Of A Lawn On An Organizational Head Office Landscape