February 20, 2024 • 11 mins
We’re continuing with the #LeaderSHIFT series on the podcast this week. These episodes are very direct & to the point, where we'll talk about the different challenges leaders tend to face & how to shift into becoming an influential leader who leads a healthy culture & engaged team!
In this episode, I’m sharing how you can shift from relying on company culture surveys to see culture change to implementing daily & realistic solutions!
Need one-on-one help with your employee engagement plan? Schedule your complimentary clarity call with me here! www.baproinc.com/ep154
Apply to join the New Leader, BIG IMPACT Coaching Program to level up your leadership & build an engaging team... even if the culture is toxic & without management's support! https://baproinc.com/newleaderbigimpact
Questions about this episode? Topic suggestions for future episodes? Send them to culture@businessadvocatespro.com
Let's chat about this episode on Twitter: @BAPROINC or IG: @CultureBuildingPRO
The Culture Building like a PRO Podcast: Simple ways to transform your company culture... Today! | Company Culture | Culture Building | Organizational Culture | Employee Engagement | Effective Leadership | Servant Leadership |
baproinc.com
In this episode, I’m sharing how you can shift from relying on company culture surveys to see culture change to implementing daily & realistic solutions!
Need one-on-one help with your employee engagement plan? Schedule your complimentary clarity call with me here! www.baproinc.com/ep154
Apply to join the New Leader, BIG IMPACT Coaching Program to level up your leadership & build an engaging team... even if the culture is toxic & without management's support! https://baproinc.com/newleaderbigimpact
Questions about this episode? Topic suggestions for future episodes? Send them to culture@businessadvocatespro.com
Let's chat about this episode on Twitter: @BAPROINC or IG: @CultureBuildingPRO
The Culture Building like a PRO Podcast: Simple ways to transform your company culture... Today! | Company Culture | Culture Building | Organizational Culture | Employee Engagement | Effective Leadership | Servant Leadership |
baproinc.com
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Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
(00:04):
Welcome to the Culture Building Like aPro podcast, helping small business owners and
managers lead a company culture where employeesare engaged to do their best work because
they want to and not because theyhave to. Now, let's jumpstart your
culture transformation with company culture strategists,leadership coach and trainer Deanna Appling. Happy
(00:28):
Tuesday and thanks for listening to theCulture Building Like a Pro Podcast. I'm
your host, Dianna, and weare back with another hash tag Leadershift episode.
These episodes are very direct to thepoint and we talk about the common
challenges that we face as leaders,which don't often get talked about enough,
(00:49):
and we're going to dive into howto overcome these challenges and more importantly,
how we can shift into the levelof leadership that creates an impact and influences
at excellents among your team. Youknow, we're still pretty early in the
start of this new year, andit had me thinking about everything that sort
of takes place before we enter intoa new year. Of course, we
(01:12):
have the busy and fun field hopefullyholiday season, which is very draining sometimes
because it's so much going on,it can be a bit overwhelming, but
usually around that fourth quarter that Septemberto December time frame. Have you ever
noticed that we start to think aboutall of the changes that we want to
(01:38):
make for the new year that's comingup. I mean, everybody starts to
talk about it. You see iton social media, how everybody is wrapping
up their Q four and the thingsthat they want to put in place for
the start of a new year,So losing weight, getting organized, becoming
more productive, reading the Bible more, whatever it is. This is when
(02:00):
we start to hear these things beingtalked about more. Who said that these
changes had to happen once a year, Who said that it had to start
to take place at the beginning ofa new year? What about the rest
of the year. Are those monthsand days off limits for us to start
(02:22):
to implement change. The real questionis does it even make sense for us
to prolong the opportunity for change becausewe aren't starting a new year. Well,
this doesn't just happen with wanting tobecome more productive, or increase sales,
or read the Bible more, becomehealthier. This happens with those annual
(02:44):
company culture surveys also, and weknow the drill leaders and management teams dish
out these culture surveys, collect thefeedback, and then we eagerly await the
magical moment when the coldre just transformsright. But guess what, more often
(03:06):
the results fall short and the changeremains elusive. It doesn't happen, and
the reason why is because surveys alonejust don't cut it. Waiting once a
year to learn about the state ofyour culture and what's going on with your
team is like driving blindfolded and hopingfor the best. In other words,
(03:29):
it's dangerous and it's a huge risk. Your company culture, the culture of
your team is a living and breathingentity that needs constant attention year round,
not a once a year checkup.So in today's episode, we're talking about
how you can shift from relying onannual surveys to change your culture and start
(03:54):
implementing solutions in your daily leadership.And it's three simple ways we're going to
talk about doing this, And thefirst thing is by managing your own leadership.
It's time that we as leaders holdourselves to the same expectations as our
(04:15):
team. The best impact comes fromoperating with influence and not ego. Your
team will mirror what you do,not what you say. So as you
start to lead by example and howyou interact with them, how you behave,
how you make decisions, your compassfor upholding values. Your actions will
(04:39):
set the tone for the culture you'rehoping and striving to shape. The next
way that you can make the shiftis by managing the culture, because it
starts at the top. I knowyou've heard me say this before, but
culture building, much like employee engagement, it's not an HR responsibility. It
(05:01):
is the responsibility of leaders. Ifyou have direct reports, you're responsible for
shaping your culture, and you're responsiblefor employee engagement. So to manage the
culture effectively, actively and consistently,manage how you lead your team. And
you do this by the things thatwe are so in the middle of doing
(05:27):
that we don't take a second tothink about how we're doing it. And
I'm talking about the things like communication. How are we communicating with our team?
What behaviors are we allowing, enablingand encouraging and even showcasing. We
can also do this by understanding yourteam's needs and the challenges that they face.
(05:49):
How can you collaborate with them andbuild a more collaborative environment among the
team, and also ensuring that thevision and the values are at the forefront
of every decision. This means thathaving a vision and being clear on that
vision is necessary so that you canthen drive it because remember, your team
(06:14):
is watching and they are going tofollow your lead. And lastly, you
can make this shift from focusing onannual surveys to be the one size fit
all approach to culture building to makingstrides in your daily leadership to implement solutions
(06:34):
for culture building by encouraging your teamto use their voice. If you're not
hearing anything from your team, somethingis wrong because silent employees are a huge
red flag. If your team isnot sharing feedback, it means that they
may not feel safe to do so, and this is a huge indicator that
(06:56):
there is something toxic or dysfunctional inthe culture. Your employees are the front
runners of the job, so theyexperience things that you may not. They
see things that you may not seebecause of the things you have to focus
on. Their feedback is gold forgrowth, not only for the team's growth,
(07:17):
but the company's growth and healthiness ofthe culture. Now, let's be
honest. Sometimes leaders tend to avoidfeedback specifically from their team because maybe they
want to avoid any potential conflict,it's uncomfortable, or it could simply be
(07:39):
because they believe that their own perspectiveand their say as a leader is all
that matters. If these tend tobe the ways that you may be thinking,
I want you to do the hardthing and break away from this mindset
because it's hindering you and it's hinderingthe culture. Encourage your employees to share
(08:01):
their insight and their feedback because thisis your game plan to culture change.
So you can do this by simplyasking questions that encourage them to share their
input, Asking them what they thinkabout something specific, or even being in
a sense vulnerable to a degree tosay I need help with XYZ project.
(08:24):
Ask how they think something would bestbe addressed. Give them the opportunity to
share their voice so that you canthen watch the culture and the overall dynamic
of your team transform. If you'vebeen listening to this episode and you feel
like you need to focus on thesethree things to start implementing daily solutions in
(08:48):
your leadership that will help build ahealthy, in thriving culture, but you're
not quite sure how to get ahandle on managing your own leadership. Shifting
your daily leadership practices, managing theculture, how to effectively encourage your team
to use their voice, and maybeyou want help in doing so. These
(09:11):
are the types of things that Ihelp new leaders put into practice, create
a strategy for, and see resultsin their leadership practices and in their team's
performance and overall culture. I dothis inside of my coaching program New Leader,
Big Impact, and if you're interestedin applying to work with me so
(09:37):
that you can start to see thesethings change and really make that impact that
you want in your new role,building that engagement with your team and overall
creating a vision and seeing it tocome to life. You can apply to
be a part of the program bygoing to beaproinc dot com slash EP one
(09:58):
five four and that link will beleft in the show notes as well.
Remember that you have more power thanyou give yourself credit for, and that
power isn't because of your strength,It isn't because of your accolades, It
isn't even because of your job titleor the fact that you are in a
(10:20):
leadership position, but it's simply becauseyou have the ability to influence so much
greatness among the team that you havewhile surveys and apps are great as tools
to help you get data and getanswers and feedback from your team. It
(10:43):
will never be the solution to seechange among your team. That's where you
come in, and that's where youhave the power to empower and the power
to influence. The moment you decideto make change, you're well on your
way to seeing change, and youdon't have to wait until the end of
(11:05):
the year. You don't have towait until the start of a year to
do so. Set your intentions anddecide not only the type of culture that
you want to lead, but thetype of leader you want to be for
the people who report to you.Once you're clear on that, you can
make changes daily in your leadership practicesto implement solutions that will last and continuously
(11:31):
shape a thriving culture. Have agreat week.
Welcome to the Culture Building Like aPro podcast, helping small business owners and
managers lead a company culture where employeesare engaged to do their best work because
they want to and not because theyhave to. Now, let's jumpstart your
culture transformation with company culture strategists,leadership coach and trainer Deanna Appling. Happy
(00:28):
Tuesday and thanks for listening to theCulture Building Like a Pro Podcast. I'm
your host, Dianna, and weare back with another hash tag Leadershift episode.
These episodes are very direct to thepoint and we talk about the common
challenges that we face as leaders,which don't often get talked about enough,
(00:49):
and we're going to dive into howto overcome these challenges and more importantly,
how we can shift into the levelof leadership that creates an impact and influences
at excellents among your team. Youknow, we're still pretty early in the
start of this new year, andit had me thinking about everything that sort
of takes place before we enter intoa new year. Of course, we
(01:12):
have the busy and fun field hopefullyholiday season, which is very draining sometimes
because it's so much going on,it can be a bit overwhelming, but
usually around that fourth quarter that Septemberto December time frame. Have you ever
noticed that we start to think aboutall of the changes that we want to
(01:38):
make for the new year that's comingup. I mean, everybody starts to
talk about it. You see iton social media, how everybody is wrapping
up their Q four and the thingsthat they want to put in place for
the start of a new year,So losing weight, getting organized, becoming
more productive, reading the Bible more, whatever it is. This is when
(02:00):
we start to hear these things beingtalked about more. Who said that these
changes had to happen once a year, Who said that it had to start
to take place at the beginning ofa new year? What about the rest
of the year. Are those monthsand days off limits for us to start
(02:22):
to implement change. The real questionis does it even make sense for us
to prolong the opportunity for change becausewe aren't starting a new year. Well,
this doesn't just happen with wanting tobecome more productive, or increase sales,
or read the Bible more, becomehealthier. This happens with those annual
(02:44):
company culture surveys also, and weknow the drill leaders and management teams dish
out these culture surveys, collect thefeedback, and then we eagerly await the
magical moment when the coldre just transformsright. But guess what, more often
(03:06):
the results fall short and the changeremains elusive. It doesn't happen, and
the reason why is because surveys alonejust don't cut it. Waiting once a
year to learn about the state ofyour culture and what's going on with your
team is like driving blindfolded and hopingfor the best. In other words,
(03:29):
it's dangerous and it's a huge risk. Your company culture, the culture of
your team is a living and breathingentity that needs constant attention year round,
not a once a year checkup.So in today's episode, we're talking about
how you can shift from relying onannual surveys to change your culture and start
(03:54):
implementing solutions in your daily leadership.And it's three simple ways we're going to
talk about doing this, And thefirst thing is by managing your own leadership.
It's time that we as leaders holdourselves to the same expectations as our
(04:15):
team. The best impact comes fromoperating with influence and not ego. Your
team will mirror what you do,not what you say. So as you
start to lead by example and howyou interact with them, how you behave,
how you make decisions, your compassfor upholding values. Your actions will
(04:39):
set the tone for the culture you'rehoping and striving to shape. The next
way that you can make the shiftis by managing the culture, because it
starts at the top. I knowyou've heard me say this before, but
culture building, much like employee engagement, it's not an HR responsibility. It
(05:01):
is the responsibility of leaders. Ifyou have direct reports, you're responsible for
shaping your culture, and you're responsiblefor employee engagement. So to manage the
culture effectively, actively and consistently,manage how you lead your team. And
you do this by the things thatwe are so in the middle of doing
(05:27):
that we don't take a second tothink about how we're doing it. And
I'm talking about the things like communication. How are we communicating with our team?
What behaviors are we allowing, enablingand encouraging and even showcasing. We
can also do this by understanding yourteam's needs and the challenges that they face.
(05:49):
How can you collaborate with them andbuild a more collaborative environment among the
team, and also ensuring that thevision and the values are at the forefront
of every decision. This means thathaving a vision and being clear on that
vision is necessary so that you canthen drive it because remember, your team
(06:14):
is watching and they are going tofollow your lead. And lastly, you
can make this shift from focusing onannual surveys to be the one size fit
all approach to culture building to makingstrides in your daily leadership to implement solutions
(06:34):
for culture building by encouraging your teamto use their voice. If you're not
hearing anything from your team, somethingis wrong because silent employees are a huge
red flag. If your team isnot sharing feedback, it means that they
may not feel safe to do so, and this is a huge indicator that
(06:56):
there is something toxic or dysfunctional inthe culture. Your employees are the front
runners of the job, so theyexperience things that you may not. They
see things that you may not seebecause of the things you have to focus
on. Their feedback is gold forgrowth, not only for the team's growth,
(07:17):
but the company's growth and healthiness ofthe culture. Now, let's be
honest. Sometimes leaders tend to avoidfeedback specifically from their team because maybe they
want to avoid any potential conflict,it's uncomfortable, or it could simply be
(07:39):
because they believe that their own perspectiveand their say as a leader is all
that matters. If these tend tobe the ways that you may be thinking,
I want you to do the hardthing and break away from this mindset
because it's hindering you and it's hinderingthe culture. Encourage your employees to share
(08:01):
their insight and their feedback because thisis your game plan to culture change.
So you can do this by simplyasking questions that encourage them to share their
input, Asking them what they thinkabout something specific, or even being in
a sense vulnerable to a degree tosay I need help with XYZ project.
(08:24):
Ask how they think something would bestbe addressed. Give them the opportunity to
share their voice so that you canthen watch the culture and the overall dynamic
of your team transform. If you'vebeen listening to this episode and you feel
like you need to focus on thesethree things to start implementing daily solutions in
(08:48):
your leadership that will help build ahealthy, in thriving culture, but you're
not quite sure how to get ahandle on managing your own leadership. Shifting
your daily leadership practices, managing theculture, how to effectively encourage your team
to use their voice, and maybeyou want help in doing so. These
(09:11):
are the types of things that Ihelp new leaders put into practice, create
a strategy for, and see resultsin their leadership practices and in their team's
performance and overall culture. I dothis inside of my coaching program New Leader,
Big Impact, and if you're interestedin applying to work with me so
(09:37):
that you can start to see thesethings change and really make that impact that
you want in your new role,building that engagement with your team and overall
creating a vision and seeing it tocome to life. You can apply to
be a part of the program bygoing to beaproinc dot com slash EP one
(09:58):
five four and that link will beleft in the show notes as well.
Remember that you have more power thanyou give yourself credit for, and that
power isn't because of your strength,It isn't because of your accolades, It
isn't even because of your job titleor the fact that you are in a
(10:20):
leadership position, but it's simply becauseyou have the ability to influence so much
greatness among the team that you havewhile surveys and apps are great as tools
to help you get data and getanswers and feedback from your team. It
(10:43):
will never be the solution to seechange among your team. That's where you
come in, and that's where youhave the power to empower and the power
to influence. The moment you decideto make change, you're well on your
way to seeing change, and youdon't have to wait until the end of
(11:05):
the year. You don't have towait until the start of a year to
do so. Set your intentions anddecide not only the type of culture that
you want to lead, but thetype of leader you want to be for
the people who report to you.Once you're clear on that, you can
make changes daily in your leadership practicesto implement solutions that will last and continuously
(11:31):
shape a thriving culture. Have agreat week.
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