February 23, 2023 • 17 mins
This episode is all about building strong people centered workplace cultures based around what I call the V.A.L.U.E Culture formula. And today, let's look more deeply at how workplace culture is perceived and what makes a value culture special. Culture is the fuel that gets things done at work. It's the way people interact and work together. It's the sum of all the beliefs, goals, values, emotion and intentions people bring with them when they walk inside the doors and hit their cubicles assembly lines or offices is what guides the decisions made by our day to day work expectations is what makes us outshine our competitors and bring new innovative talent knocking at the door. It's ultimately what determines whether a company is successful or not. Culture is the heart and guts of our company is how individual employees become a team. It's what we care about. It's what we stand for.
Thanks for listening. Grab the book the podcast is based on at https://mybook.to/culturesecrets . Check out my website www.chelliephillips.com for more great content. Follow me on LinkedIn.
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Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Unknown (00:06):
If workplace culture is your jam, you're in the right
place. Check out this episode ofculture secrets, the podcast
dedicated to creating workplaceswhere both employees and the
companies thrive. Welcome to theculture secrets podcast. I'm
your host Chellie Phillips and Ijust happened to be the author
(00:26):
of the book by the same name.
This podcast is all aboutbuilding strong people centered
workplace cultures based aroundwhat I call the value culture
formula. And today, let's lookmore deeply at how workplace
culture is perceived and whatmakes a value culture special.
Culture is the fuel that getsthings done at work. It's the
way people interact and worktogether. It's the sum of all
the beliefs, goals, values,emotion and intentions people
(00:50):
bring with them when they walkinside the doors and hit their
cubicles assembly lines oroffices is what guides the
decisions made by our day to daywork expectations is what makes
us outshine our competitors andbring new innovative talent
knocking at the door. It'sultimately what determines
whether a company is successfulor not. Culture is the heart and
guts of our company is howindividual employees become a
(01:13):
team. It's what we care about.
It's what we stand for. It's howwe communicate. It's how we all
end up on the same page headedto a mutually agreed upon
destination company culture issomething that even outsiders to
your organization can feel whenthey visit. However, if the
culture has derailed or is nonexistent, the organization will
never achieve its fullestpotential and the employees will
(01:36):
be left wondering if there'smore to their career than just
collecting a paycheck everyother week, or there'll be
racing out the door to a newopportunity faster than
lightning and the workplace ischanging quicker than ever
before. And today's employeesfeel they have earned more than
just a paycheck at the end ofthe week. Right now, many
employees wrestle with theMonday morning blues knowing
they're headed to a workplacewhere they feel undervalued,
(01:57):
disrespected and stuck withoutan opportunity to advance or
learn today's workers want apositive supportive environment
that aligns with their values.
There's never been a better timeto reimagine workplace culture
and the employee experience thenail Why COVID-19 triggered a
country wide quitting spray thegreat retirement, that's caused
2.6 million more retirements andexpected people decided not to
(02:18):
stay in the workplace as long asprevious workers stay. Other
sources state stress and burnoutare reasons for early out. And
according to the US Chamber ofCommerce, more than 47 million
workers quit their jobs in 2021.
Thanks to the great resignation.
Many of these workers wanted toimprove work life balance,
flexibility, and they want acompany with a strong culture.
(02:38):
As many as 55% of Gen Z andMillennial workers say they plan
to switch jobs. They're restlessand mobile. They want higher
paying jobs and flexibility.
They want respect and to feelappreciated in the workplace. A
whopping 56% of Gen Z's say theywould quit their job if it kept
them from enjoying life, and 40%said they would rather be
(03:00):
unemployed than unhappy workingin a job they didn't like
Glassdoor is mission and culturesurvey found that 77% of adult
consider a company's culturebefore applying over 5000
respondents said a company'sculture was more important than
salary. Now we're adding inquiet quitters to the mix. These
people show up to work but theyno longer actively put any
effort into what they do. Theydo the minimum required to get
(03:23):
by they don't desire to performextra tasks learn new thing and
they don't really want to minglewith their coworkers. Gallup
says quiet quitters make up atleast 50% of today's workforce
if not more workforce concernsare the things of nightmares are
made up based on the researchand interviews for my books and
my presentations. Even thoughmany CEOs are struggling with
things like environmental supplychain financial concerned
(03:46):
company culture or culture inthe workplace still ranks in the
top three things that keep themup at night. They all said
culture is one of their toppriorities is crucial business
leaders understand thesignificant impact workplace
culture has on the success ofyour business. However, culture
building can get lost in the dayto day shuffle culture gets lost
because it's not easy to define.
If you ask 10 leaders to definetheir company culture, you're
(04:08):
likely to get just as manydefinitions and let's face it,
culture fixes get tossed aroundthat, you know, like a kite on
the wind. You've probably triedemployee pizza parties, surveys,
logoed apparel and any number offorms of recognition in the past
but how many of you have everasked your employees what's
missing and what they create? Ifnot, you may never know that you
(04:29):
have a culture issue inside yourorganization. But real lasting
cultural change takes more thanemployee appreciation events and
logoed apparel thinking ofculture as your internal brand
is one of the best ways to putit into perspective. You already
know what a brand is, is how aproduct a company or a person is
perceived by someone who uses itor experiences it is what sets
(04:49):
you apart from your competition.
It's your differentiator. I liketo say as a business leader, you
can articulate your logo yourcurrent advertising care In
pain, even your unique sellingposition or what makes your
product better than another, butin today's competitive work
environment, you've got to gomuch deeper. What if instead you
were asked, What is yourinternal brand? Do you know how
(05:12):
your employees describe yourcompany when you aren't around?
can you articulate why apotential employee would want to
work for you? Do you know whattoday's workforce craves? Can
you attract the highest leveltalent from Gen X, Y, and Z?
Does your internal brand bringthe diversity necessary in
today's workplace? In April2022, CNBC reported that 25% of
(05:32):
people who left a job in thelast six months did so because
of company culture, theworkplace environment is
critical. Almost 60% of peoplepolled said they had left a job
or would consider leaving a jobif they felt the culture was
full of negative officepolitics. Put another way, your
internal brand is yourorganizational culture. And it's
the most important piece youshould focus on if your goal is
(05:54):
to build a successful company.
My vision for the workplace isthat it becomes a place where
people bring their whole beingto work where people feel
connected to those around thembuild strong collaborative
relationships where failure isencouraged and even celebrated.
It's a place where people feelvalued and heard in turn, high
quality work is produced andboth the company and the
employee are compensatedfinancially. What if this became
(06:14):
your internal brand? Can youvisualize the impact it would
have on future recruiting? Oryour ability to retain your
current employees? How do youfeel it would bolster
productivity and profit. Thesame thing works for
entrepreneurs C suite executivesand anyone who understands the
power and success building apeople centered culture can
bring to a business it'simportant to remember that each
(06:36):
organization is unique. Eachworkforce has its own mix of
individuals and personalities.
It's important you keep that inmind as you assess your current
status and determine whereimprovements can be made inside
your organization. Over the nextseries of episodes, I'll share
lessons learned from otherbusiness leaders who will help
(06:57):
me break it down so that you cansee how a people centered
culture is centered around acore set of values and
highlights why you should investin workplace culture by shining
a light on a tangible increasesales and repeat customers and
the intangible like engagedemployees benefits that you
receive from having a strongpeople centered workplace
culture. When you have purpose,passion and values you can
(07:19):
retain and attract greatemployees future proofing your
workforce is made easier whenyou create a culture that
addresses their concerns,desires and needs. I'll give you
questions that you can sharewith your employees to begin the
conversation as well as tools tohelp you assess where your
culture is now. Can't wait forepisode three. Here's a simple
way that you can get a glimpseof how your culture fares today.
(07:40):
Get out of your office and watchthe parking lot if you want a
more vivid picture of whereculture is in your organization.
Yep, I said it the parking loton Monday morning. How do your
employees arrive at work? Dothey pull into the parking lot
fill a knot in their stomachgive themselves a pep talk about
how they can make it through theday before waiting until the
last minute to slowly walkthrough the doors and settle
(08:01):
into their cubicle and get readyfor work week. Do you see
employees socializing andsharing conversations on their
way in? Or is it so quiet? Itfeels like people are trying to
fly under the radar and not beseeing what happens when the
clock strikes five? Do youremployees leave as quickly as
possibly do they leave ingroups? Do you hear laughter do
their faces like do they seemtired, frustrated, angry? The
(08:24):
parking lot experiment isprobably over simplified way to
get a quick picture of yourcompany culture. You could
probably do the same thing inyour break room but it can give
you a quick snapshot of whereyou stand and help you identify
if you have an issue. cultureisn't magic. Yet great cultures
and great leaders share somecommonalities. I've dissected
what great leaders bring to thetable when creating great
cultures. That's the valueculture concept that you're
(08:46):
going to find throughout theseepisodes. Each letter stands for
a trait or action, I believe isneeded to build a strong
thriving culture. So let's takea minute and go through each of
these necessary pieces. V is forvision a business leader. As a
business leader, it's yourresponsibility to cast your
(09:10):
boys board and customers canclearly see how you will meet
their needs that culture createis going to be based on this
vision that vision shouldreflect your goals, principles
and dreams. As foraccountability, and each culture
success I documentaccountability is a feature that
is a necessity thataccountability doesn't remain at
the top level. You must build asystem that moves accountability
(09:31):
throughout the organization.
Each employee has to have buy inin the process and recognize
their role and responsibilityand making it work. L is for
leadership leadership is whatdrives your culture initiative.
However, you have to make surepeople in those key positions
have the skills and trainingnecessary to be effective. You
highlights the uniqueness ofyour employee. Each set of
(09:53):
people bring their past presentand future to the workplace. No
one knows what they have livedthrough in the past. Each person
has their own set of values andbeliefs. Some may be motivated
by thoughts of promotion, whileothers are happily collecting a
paycheck and waiting and walkingout the door at five o'clock and
not worrying about work againuntil they arrive the next day.
Strong successful cultures takeeach individual into account and
(10:15):
seek input so that a diverse andinclusive workplace is the
ultimate outcome. E is all aboutengagement, you'll find an
engaged workforce when you havea strong culture that has been
woven into the fabric of theorganization. This engagement
leads to higher productivity,less absenteeism, less turnover,
and higher job satisfaction. Allmarketers in a successful
(10:36):
profitable business would behappy to see I can't wait for
you to hear from leaders likerich Sheridan or Gary rich.
These are boots on the groundleaders and they're going to
help share why strong culturesare built on this value
foundation. I know sharing theseinterviews is going to give you
some access to some greatvaluable insights and it's going
(10:56):
to have a huge impact on howsuccessfully you can implement
culture change inside the wallsof your company. A value culture
allows employees to feel likethey're part of a bigger vision
and mission. When their personalvalues align with the company
value. The work environmentbecomes a place employees feel
supported in every aspect oftheir role and feel there is a
long term place for them. When aworkplace culture is built
(11:18):
successfully. Both company andindividual employee goals are
clear retention is high, andeveryone knows exactly what they
need to do to succeed. They feelsafe enough to speak up and are
rewarded for good performance atthe core of a value culture, you
will find how we treat eachother as humans matters. This
podcast will force you to askhow does it feel to work here?
(11:40):
And how can I do it better? Theanswer to these two simple
questions reveals a lot aboutyour starting point and what you
need to do to move forward it'seasy to develop a blind spot to
what the actual culture insideyour company is. Perhaps you've
lost sight of the reality ofwhat is happening daily inside
the workplace. internal culturegets confused with your purpose
or mission statement. Yourculture isn't a collection of
(12:02):
fancy statements written downand posted around the office for
employees to see, it's easy tooverlook issues and focus on
what's working. Why? Because asa leader, you believe in the
company product and direction oryou wouldn't have agreed to
leave the ship yet that causesan idealized version of your
true company culture. Changingculture in the workplace isn't
(12:25):
easy. That's why one of the mostvaluable things you can do is to
learn from the roadblocks andobstacles that others have
encountered along the way. Youwant to make everyone happy, but
you're going to encounter peoplewho resist change knowing ahead
of time, what to look for, andhow to prepare for it will help
you deal with these issues asthey occur. These leaders that
I'm interviewing have been morethan willing to share some of
(12:48):
the trials and some of theoutcomes that they've achieved.
Finally, as culture continues,culture is going to continue to
evolve. Its employees who retiremove on to other opportunities,
and you'll replace them with newpeople have new values and new
ideas, you'll need to measureprogress and consistently take
the pulse of your employees. Sowe'll dive into the value of
(13:10):
measuring success and how youcan translate that into a return
on investment. Even the mostthrifty management can ignore
the first sit the first seasonof this podcast. We'll also
share I'm the light on threevery different types of
organization, Panasonicautomotive, a global
manufacturing company, theelectric cooperatives of
(13:33):
America, which are not forprofit, electric utilities, and
King of Pop's, a family rungourmet popsicle company, each
one is navigating or hasnavigated a culture shift and
they're set to track the nextgeneration of workers. Their
companies have shared readilyand candidly about what worked
and what didn't, and how they'recontinuing to build on that
(13:54):
success. Each culture isdifferent, but they all share
the traits found inside thevalue culture formula, companies
and organizations must get clearon their purpose. Way back in
1960, David Packard of HewlettPackard shared with the group, I
think many people wrongly thinkthat a company exists simply to
make money. While this is animportant result of a company's
(14:16):
existence. We have to go deeperand find the real reason for
being I think this is still truetoday. As you listen listen to
each of these episodes, I wantyou to think about and develop a
picture of your current workculture and gain a deeper
understanding of the vision youwant your employees to be a part
of. I want you to utilize thevalue culture framework to help
(14:38):
focus areas of growth anddetermine the opportunities you
have for improvement. Andfinally, I want you to create
and implement a series oftangible steps designed to
create a workplace where bothyou and your employee thrive.
Each culture is unique revel inthe fact your companies and
leadership are working toward agoal and an outcome regardless
of past approach our pastfailures. You can use the
(15:01):
tactics that we're going todiscuss on culture secrets to
build a value based culture.
Thanks for listening to culturesecrets. If you liked what you
heard today, subscribe, drop mea rating and share the link with
a friend. If you want to learnmore or perhaps have become lead
a discussion with your companyor organization, visit my
(15:23):
website at WWW dot Chelliephillips.com That's C H E L L I
E P h i ll ips.com. Remember,building a value culture is your
competitive advantage and thebackbone of any successful
organization.
If workplace culture is your jam, you're in the right
place. Check out this episode ofculture secrets, the podcast
dedicated to creating workplaceswhere both employees and the
companies thrive. Welcome to theculture secrets podcast. I'm
your host Chellie Phillips and Ijust happened to be the author
(00:26):
of the book by the same name.
This podcast is all aboutbuilding strong people centered
workplace cultures based aroundwhat I call the value culture
formula. And today, let's lookmore deeply at how workplace
culture is perceived and whatmakes a value culture special.
Culture is the fuel that getsthings done at work. It's the
way people interact and worktogether. It's the sum of all
the beliefs, goals, values,emotion and intentions people
(00:50):
bring with them when they walkinside the doors and hit their
cubicles assembly lines oroffices is what guides the
decisions made by our day to daywork expectations is what makes
us outshine our competitors andbring new innovative talent
knocking at the door. It'sultimately what determines
whether a company is successfulor not. Culture is the heart and
guts of our company is howindividual employees become a
(01:13):
team. It's what we care about.
It's what we stand for. It's howwe communicate. It's how we all
end up on the same page headedto a mutually agreed upon
destination company culture issomething that even outsiders to
your organization can feel whenthey visit. However, if the
culture has derailed or is nonexistent, the organization will
never achieve its fullestpotential and the employees will
(01:36):
be left wondering if there'smore to their career than just
collecting a paycheck everyother week, or there'll be
racing out the door to a newopportunity faster than
lightning and the workplace ischanging quicker than ever
before. And today's employeesfeel they have earned more than
just a paycheck at the end ofthe week. Right now, many
employees wrestle with theMonday morning blues knowing
they're headed to a workplacewhere they feel undervalued,
(01:57):
disrespected and stuck withoutan opportunity to advance or
learn today's workers want apositive supportive environment
that aligns with their values.
There's never been a better timeto reimagine workplace culture
and the employee experience thenail Why COVID-19 triggered a
country wide quitting spray thegreat retirement, that's caused
2.6 million more retirements andexpected people decided not to
(02:18):
stay in the workplace as long asprevious workers stay. Other
sources state stress and burnoutare reasons for early out. And
according to the US Chamber ofCommerce, more than 47 million
workers quit their jobs in 2021.
Thanks to the great resignation.
Many of these workers wanted toimprove work life balance,
flexibility, and they want acompany with a strong culture.
(02:38):
As many as 55% of Gen Z andMillennial workers say they plan
to switch jobs. They're restlessand mobile. They want higher
paying jobs and flexibility.
They want respect and to feelappreciated in the workplace. A
whopping 56% of Gen Z's say theywould quit their job if it kept
them from enjoying life, and 40%said they would rather be
(03:00):
unemployed than unhappy workingin a job they didn't like
Glassdoor is mission and culturesurvey found that 77% of adult
consider a company's culturebefore applying over 5000
respondents said a company'sculture was more important than
salary. Now we're adding inquiet quitters to the mix. These
people show up to work but theyno longer actively put any
effort into what they do. Theydo the minimum required to get
(03:23):
by they don't desire to performextra tasks learn new thing and
they don't really want to minglewith their coworkers. Gallup
says quiet quitters make up atleast 50% of today's workforce
if not more workforce concernsare the things of nightmares are
made up based on the researchand interviews for my books and
my presentations. Even thoughmany CEOs are struggling with
things like environmental supplychain financial concerned
(03:46):
company culture or culture inthe workplace still ranks in the
top three things that keep themup at night. They all said
culture is one of their toppriorities is crucial business
leaders understand thesignificant impact workplace
culture has on the success ofyour business. However, culture
building can get lost in the dayto day shuffle culture gets lost
because it's not easy to define.
If you ask 10 leaders to definetheir company culture, you're
(04:08):
likely to get just as manydefinitions and let's face it,
culture fixes get tossed aroundthat, you know, like a kite on
the wind. You've probably triedemployee pizza parties, surveys,
logoed apparel and any number offorms of recognition in the past
but how many of you have everasked your employees what's
missing and what they create? Ifnot, you may never know that you
(04:29):
have a culture issue inside yourorganization. But real lasting
cultural change takes more thanemployee appreciation events and
logoed apparel thinking ofculture as your internal brand
is one of the best ways to putit into perspective. You already
know what a brand is, is how aproduct a company or a person is
perceived by someone who uses itor experiences it is what sets
(04:49):
you apart from your competition.
It's your differentiator. I liketo say as a business leader, you
can articulate your logo yourcurrent advertising care In
pain, even your unique sellingposition or what makes your
product better than another, butin today's competitive work
environment, you've got to gomuch deeper. What if instead you
were asked, What is yourinternal brand? Do you know how
(05:12):
your employees describe yourcompany when you aren't around?
can you articulate why apotential employee would want to
work for you? Do you know whattoday's workforce craves? Can
you attract the highest leveltalent from Gen X, Y, and Z?
Does your internal brand bringthe diversity necessary in
today's workplace? In April2022, CNBC reported that 25% of
(05:32):
people who left a job in thelast six months did so because
of company culture, theworkplace environment is
critical. Almost 60% of peoplepolled said they had left a job
or would consider leaving a jobif they felt the culture was
full of negative officepolitics. Put another way, your
internal brand is yourorganizational culture. And it's
the most important piece youshould focus on if your goal is
(05:54):
to build a successful company.
My vision for the workplace isthat it becomes a place where
people bring their whole beingto work where people feel
connected to those around thembuild strong collaborative
relationships where failure isencouraged and even celebrated.
It's a place where people feelvalued and heard in turn, high
quality work is produced andboth the company and the
employee are compensatedfinancially. What if this became
(06:14):
your internal brand? Can youvisualize the impact it would
have on future recruiting? Oryour ability to retain your
current employees? How do youfeel it would bolster
productivity and profit. Thesame thing works for
entrepreneurs C suite executivesand anyone who understands the
power and success building apeople centered culture can
bring to a business it'simportant to remember that each
(06:36):
organization is unique. Eachworkforce has its own mix of
individuals and personalities.
It's important you keep that inmind as you assess your current
status and determine whereimprovements can be made inside
your organization. Over the nextseries of episodes, I'll share
lessons learned from otherbusiness leaders who will help
(06:57):
me break it down so that you cansee how a people centered
culture is centered around acore set of values and
highlights why you should investin workplace culture by shining
a light on a tangible increasesales and repeat customers and
the intangible like engagedemployees benefits that you
receive from having a strongpeople centered workplace
culture. When you have purpose,passion and values you can
(07:19):
retain and attract greatemployees future proofing your
workforce is made easier whenyou create a culture that
addresses their concerns,desires and needs. I'll give you
questions that you can sharewith your employees to begin the
conversation as well as tools tohelp you assess where your
culture is now. Can't wait forepisode three. Here's a simple
way that you can get a glimpseof how your culture fares today.
(07:40):
Get out of your office and watchthe parking lot if you want a
more vivid picture of whereculture is in your organization.
Yep, I said it the parking loton Monday morning. How do your
employees arrive at work? Dothey pull into the parking lot
fill a knot in their stomachgive themselves a pep talk about
how they can make it through theday before waiting until the
last minute to slowly walkthrough the doors and settle
(08:01):
into their cubicle and get readyfor work week. Do you see
employees socializing andsharing conversations on their
way in? Or is it so quiet? Itfeels like people are trying to
fly under the radar and not beseeing what happens when the
clock strikes five? Do youremployees leave as quickly as
possibly do they leave ingroups? Do you hear laughter do
their faces like do they seemtired, frustrated, angry? The
(08:24):
parking lot experiment isprobably over simplified way to
get a quick picture of yourcompany culture. You could
probably do the same thing inyour break room but it can give
you a quick snapshot of whereyou stand and help you identify
if you have an issue. cultureisn't magic. Yet great cultures
and great leaders share somecommonalities. I've dissected
what great leaders bring to thetable when creating great
cultures. That's the valueculture concept that you're
(08:46):
going to find throughout theseepisodes. Each letter stands for
a trait or action, I believe isneeded to build a strong
thriving culture. So let's takea minute and go through each of
these necessary pieces. V is forvision a business leader. As a
business leader, it's yourresponsibility to cast your
(09:10):
boys board and customers canclearly see how you will meet
their needs that culture createis going to be based on this
vision that vision shouldreflect your goals, principles
and dreams. As foraccountability, and each culture
success I documentaccountability is a feature that
is a necessity thataccountability doesn't remain at
the top level. You must build asystem that moves accountability
(09:31):
throughout the organization.
Each employee has to have buy inin the process and recognize
their role and responsibilityand making it work. L is for
leadership leadership is whatdrives your culture initiative.
However, you have to make surepeople in those key positions
have the skills and trainingnecessary to be effective. You
highlights the uniqueness ofyour employee. Each set of
(09:53):
people bring their past presentand future to the workplace. No
one knows what they have livedthrough in the past. Each person
has their own set of values andbeliefs. Some may be motivated
by thoughts of promotion, whileothers are happily collecting a
paycheck and waiting and walkingout the door at five o'clock and
not worrying about work againuntil they arrive the next day.
Strong successful cultures takeeach individual into account and
(10:15):
seek input so that a diverse andinclusive workplace is the
ultimate outcome. E is all aboutengagement, you'll find an
engaged workforce when you havea strong culture that has been
woven into the fabric of theorganization. This engagement
leads to higher productivity,less absenteeism, less turnover,
and higher job satisfaction. Allmarketers in a successful
(10:36):
profitable business would behappy to see I can't wait for
you to hear from leaders likerich Sheridan or Gary rich.
These are boots on the groundleaders and they're going to
help share why strong culturesare built on this value
foundation. I know sharing theseinterviews is going to give you
some access to some greatvaluable insights and it's going
(10:56):
to have a huge impact on howsuccessfully you can implement
culture change inside the wallsof your company. A value culture
allows employees to feel likethey're part of a bigger vision
and mission. When their personalvalues align with the company
value. The work environmentbecomes a place employees feel
supported in every aspect oftheir role and feel there is a
long term place for them. When aworkplace culture is built
(11:18):
successfully. Both company andindividual employee goals are
clear retention is high, andeveryone knows exactly what they
need to do to succeed. They feelsafe enough to speak up and are
rewarded for good performance atthe core of a value culture, you
will find how we treat eachother as humans matters. This
podcast will force you to askhow does it feel to work here?
(11:40):
And how can I do it better? Theanswer to these two simple
questions reveals a lot aboutyour starting point and what you
need to do to move forward it'seasy to develop a blind spot to
what the actual culture insideyour company is. Perhaps you've
lost sight of the reality ofwhat is happening daily inside
the workplace. internal culturegets confused with your purpose
or mission statement. Yourculture isn't a collection of
(12:02):
fancy statements written downand posted around the office for
employees to see, it's easy tooverlook issues and focus on
what's working. Why? Because asa leader, you believe in the
company product and direction oryou wouldn't have agreed to
leave the ship yet that causesan idealized version of your
true company culture. Changingculture in the workplace isn't
(12:25):
easy. That's why one of the mostvaluable things you can do is to
learn from the roadblocks andobstacles that others have
encountered along the way. Youwant to make everyone happy, but
you're going to encounter peoplewho resist change knowing ahead
of time, what to look for, andhow to prepare for it will help
you deal with these issues asthey occur. These leaders that
I'm interviewing have been morethan willing to share some of
(12:48):
the trials and some of theoutcomes that they've achieved.
Finally, as culture continues,culture is going to continue to
evolve. Its employees who retiremove on to other opportunities,
and you'll replace them with newpeople have new values and new
ideas, you'll need to measureprogress and consistently take
the pulse of your employees. Sowe'll dive into the value of
(13:10):
measuring success and how youcan translate that into a return
on investment. Even the mostthrifty management can ignore
the first sit the first seasonof this podcast. We'll also
share I'm the light on threevery different types of
organization, Panasonicautomotive, a global
manufacturing company, theelectric cooperatives of
(13:33):
America, which are not forprofit, electric utilities, and
King of Pop's, a family rungourmet popsicle company, each
one is navigating or hasnavigated a culture shift and
they're set to track the nextgeneration of workers. Their
companies have shared readilyand candidly about what worked
and what didn't, and how they'recontinuing to build on that
(13:54):
success. Each culture isdifferent, but they all share
the traits found inside thevalue culture formula, companies
and organizations must get clearon their purpose. Way back in
1960, David Packard of HewlettPackard shared with the group, I
think many people wrongly thinkthat a company exists simply to
make money. While this is animportant result of a company's
(14:16):
existence. We have to go deeperand find the real reason for
being I think this is still truetoday. As you listen listen to
each of these episodes, I wantyou to think about and develop a
picture of your current workculture and gain a deeper
understanding of the vision youwant your employees to be a part
of. I want you to utilize thevalue culture framework to help
(14:38):
focus areas of growth anddetermine the opportunities you
have for improvement. Andfinally, I want you to create
and implement a series oftangible steps designed to
create a workplace where bothyou and your employee thrive.
Each culture is unique revel inthe fact your companies and
leadership are working toward agoal and an outcome regardless
of past approach our pastfailures. You can use the
(15:01):
tactics that we're going todiscuss on culture secrets to
build a value based culture.
Thanks for listening to culturesecrets. If you liked what you
heard today, subscribe, drop mea rating and share the link with
a friend. If you want to learnmore or perhaps have become lead
a discussion with your companyor organization, visit my
(15:23):
website at WWW dot Chelliephillips.com That's C H E L L I
E P h i ll ips.com. Remember,building a value culture is your
competitive advantage and thebackbone of any successful
organization.
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