Recent Posts

Leadership Challenges: What We Can Learn from 9/11

September 11, 2001: A day in history that changed the world and history as we once knew it. Looking back on that day, many of us can remember exactly where we were and what we were doing. But the memories are all different; they’re all unique experiences. One person in the room may have been at work, watching it on the news and calling family members; the other may have been in 2nd grade, confused watching teachers try to hold back their tears. For some, it may just be a terrible memory; but for one four-star general, the events of 9/11 (along with other military experiences) brought about leadership challenges that he never expected.

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When the Answers are Uncertain…

We get it.

Change is tough even in normal times. And change in the midst of chaos can push us over the edge. Leaving us feeling overwhelmed and stuck, unable to move forward. Do you ever wish you had a crystal ball so you could look into the future and know that everything will be okay? Sometimes what causes us the greatest stress is that the answers are uncertain; the unknown.

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Why Your Ping Pong Tables Aren’t Working

5 Minute Read

Let’s get real about corporate culture

You have no idea why your culture sucks. It just does. You bought the ping-pong tables. You started Happy Hour Fridays. You even do the obligatory birthday cakes for your employees. The problem is that none of this has made a difference; your organization still seems lackluster.

People just don’t click. They can’t communicate. Your turnover rates are on the rise; and the employees you do keep don’t seem like they want to be there. Getting people to work together, collaborate, and have a normal conversation is like pulling teeth. And those words you had so beautifully hung on the wall seem meaningless.

Here are some signs that your corporate culture is out of control:

  • People don’t want to work for you (or your company).
  • Team members are working against each other.
  • There is drama between departments, divisions, or locations.
  • Individuals talk about each other; you may even see some bullying.
  • Leaders are going in circles about the same issues; things feel stagnant.
  • Leaders and employees don’t trust each other and there are cycles of collusion.
  • Ideas are unremarkable because people are holding back.
  • Employees aren’t being heard; and your organization has lost its edge.
  • People aren’t productive, wasting valuable time and money.

 

All you want is for people to trust each other, support each other, and actually enjoy working together. You need to find out why your culture is the way it is; and you need to do it quickly.

It might not be your people. 

Your decline in culture can stem from many issues. Sometimes the things you would consider to be positive changes can actually be your problem. And because they’re “good” things, they might not even hit your radar. Has your company recently gone through rapid growth? Did you have a change in company leadership? Did you recently update or implement a new process? Has an influential person either joined or left the organization? A ping-pong table isn’t going to fix how people deal with change, or each other, for that matter.

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“You have to find the root cause in order to actually correct a corporate culture problem.”

While no company is perfect, high performing organizations have a clear understanding of where they are going and everyone understands how they support the effort to get there. People believe that their co-workers’ intentions are good and give them the benefit of the doubt even when things don’t go well.

Here are some things you can do to take back control of your culture:

Get people excited again.

We know; that’s easier said than done. But when people are excited, they talk to each other. They share stories. And they’re more engaged. You must encourage people to use their voice. You have to give them authority to make decisions and take ownership of their work. Most importantly, you need to involve them in the important decisions and make it okay for people to talk about their concerns. Show them how they contribute and allow them to be a part of it. Trust them to do the job that they were hired for.

Stop addressing symptoms.

 You have to find the root cause in order to actually correct a corporate culture problem. Sometimes you can do that by having 1:1s with employees; other times they might feel more comfortable with an anonymous survey. Growth and change is scary, and not everyone is open to talking about their fears. That can cause them to disengage. Stay aware, watch for signs, and start doing a little digging. You need to gather some data and get rid of the “gut check,” communicate the plan to the employees, and then act on it.

Change the way you think about work.

 An article by Business Insider detailed the findings that Microsoft saw by switching to a 4-day workweek. Productivity increased by 40%. While this is an extreme example for some companies, it took someone with an open mind to initiate such a change. Be fearless. Other things they tried were reducing meetings to a 30-minute limit and encouraging remote communication. The bottom line is that they changed the way “they’ve always done it,” and inspired their people with options and flexibility.

Being an employer of choice requires senior leaders to work purposefully on the culture of their company. Remarkable leaders address more than just the symptoms of problems; they collaborate with others to get to the root cause and then take action. Employees are invited and encouraged to use their voice and become unified. People are highly productive and still have fun!

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“You have to find the root cause in order to actually correct a corporate culture problem.”

Without data you’re making decisions in the dark. For quick decisions, you often rely on your gut instinct. But when it comes to decisions that can change the future of your business, you need hard data. It’s time to stop your people from going rogue, and solve the culture problem once and for all.

revSCAN Organizational Health Assessment

People deserve to work in a company that has a clear direction and a culture to support it. But you first have to start by knowing what your organizational health actually is! For a limited time, you can get the data you need for FREE, and get your culture back on track. 

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Giving Feedback: Say What You Mean!

Think of all the words in the English language that can be used in different ways. Then add all the new “slang” words that keep popping up. And don’t get us started with social abbreviations and emojis. LOL! 😊 Giving feedback isn’t as simple as it used to be. What means something to you may mean something completely different to another. It’s time to get back to the basics. People, from Boomers to Gen Xers, use so many words incorrectly that our culture and the way we communicate can be challenging to understand. And speaker and comedian, Jill Shargaa, believes that we’re taking the meaning out of some very powerful words.

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Resilience: How People Are Different From Rubber Bands

4 Minute Read

Words like resiliency are often interchanged with words like flexibility or adaptability. When you think of what resiliency means, most of you probably go to something along the lines of “the ability to bounce back.” Things that are resilient return to their original shape after change, and keep their integrity.

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The Results: Chatterkick X Revela Remote Work And Flexibility Survey

Remote Work And Flexibility Survey Blog was Written and Published by Chatterkick

11 Minute Read

Businesses are approaching the workplace differently, thanks COVID-19! We’ve literally had to change our mindset on the things that we’ve learned to utilize to get better as a business; technology, communication, operating systems, safe physical spaces, stable sales environments, and flexible work opportunities. Our approach to these topics are being as COVID-19 is forcing us to dig deep into our businesses. As Revela and Chatterkick collaborate on a series of the Generation Social Media Podcast episodes, we wanted to hear honest feedback on remote work and flexibility. We sent out a 5-minute survey on remote work and flexibility during COVID-19, and the results were fascinating.

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Inspiring Creativity: Why Adults Can Be Kids, Too

Raise your hand if you’re tired of adulting! 🙋‍♀️ 🙋‍♂️ You know what we’re talking about. All the mundane things adults must do on a day-to-day basis: working, managing staff members, taking care of the kids, keeping the house clean, running errands, etc. At some point in our lives, we “grew up.” We stopped inspiring creativity. And every once in a while when we find ourselves stressed to the max, we think back to when we were kids and remember how much easier life was.

But why did we have to grow up? At what point did we decide that playing games and having fun (like kids do) was no longer important, no longer appropriate? When did we decide that it was weird to go see a new Disney movie without kids? Why did we decide that adults can’t own kids toys? What made us think that it was no longer important to use our imaginations?

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