Tag Archives: community

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leadership balance

Leadership Balance, Find the Middle Ground

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Harmony is typically not found in extremes. Regardless of which end. Leadership balance is where the best results will develop. Are you finding the middle ground?

Too many meetings, or too few?

Too strict and authoritarian or too soft and too lenient?

Are you too congratulatory and appreciative or too subdued and neglectful?

Everything in leadership is about finding the right balance and balance is often hard to achieve.

Culture and Community

In the workplace, the environment and culture are often suggested to be about creating a community. The community works best when everyone can find the right balance.

Unhappy communities often seek a form of asylum. They prefer to retreat, withdraw, or to be left to their own devices.

Differences are more notable and not embraced in unhappy communities. Instead, people feel divided and seek a safe space.

Often, they leave the community. Heads down and defeated they are disconnected and weary, physically, emotionally, or both.

A focus on self, defeats communities and builds an unhealthy culture.

In contrast, a quest for balance is a generous act.

Is there balance in your leadership?

Leadership Balance

Leadership is artful.

There are a few small pockets of people who believe that leaders are born. The educated population largely believes that leadership skill is developed and that great leaders are made.

The toughest challenges of leadership may not be about risk, vision, or processes and systems. The toughest challenge may exist in how leaders choose to set navigational examples, inspire, and build community.

It is a generous dance with balance.

Communities often don’t respond well to force.

-DEG

Dennis E. Gilbert is a business consultant, speaker (CSPTM), and culture expert. He is a five-time author and the founder of Appreciative Strategies, LLC. His business focuses on positive human performance improvement solutions through Appreciative Strategies®. Reach him through his website at Dennis-Gilbert.com or by calling +1 646.546.5553.


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workplace culture leverage

Workplace Culture Leverage Means More

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Mankind discovered the advantage of the lever in the stone age. Sir Isaac Newton receives credit for framing the concepts associated with gravity. Does workplace culture leverage matter?

When asked about culture, many businesses will tell a story about their environment. They’ll mention their recent remodeling efforts, break rooms, or nature path that is around the back of the building.

These things all add value and may be important, yet they are really about shaping the environment which may have little or nothing to do with building a better culture.

Culture Contributions

Your culture includes contributions from many different angles. It is somewhat about the physical environment, yet it is also about people, communication, and symbols.

When the CEO says, “Let’s have a meeting outside of the office and be sure to BYOD (bring your own device) we’ll be accessing things during the meeting.” A segment, if not all of those receiving the invitation will get excited. They get excited because it is new, different, trendy, and gives them bragging rights about the greatness of the organization where they work.

This is leverage.

Workplace Culture Leverage

Each time organization leadership promotes or engages in emotion building activities or events, it stimulates culture. Culture is about people. Leverage is about moving something in a direction with more ease.

Organization culture is much easier to build when there is a compelling reason to participate. Pushing cultural values or creating fear is a short run game with little or no future leverage.

Avoid the mistake of assuming that culture is more about objects or material things than it is about people. Culture is created through our experiences and emotions. Passion, motivation, and the interest to build community all happen as a result.

Building something is always about more than the money that is involved.

Leverage everything that connects people.

-DEG

Dennis E. Gilbert is a business consultant, speaker (CSPTM), and culture expert. He is a five-time author and the founder of Appreciative Strategies, LLC. His business focuses on positive human performance improvement solutions through Appreciative Strategies®. Reach him through his website at Dennis-Gilbert.com or by calling +1 646.546.5553.


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Your culture

10 Reasons Why Your Culture is Unique

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Workplace, organizational, and corporate, it goes by many names. Your culture is always something special. The culture of your workplace is unique. Would you agree?

Your Community

In your workplace you have standards and norms, you have policies and rules, and you have all of the concepts that define who you are and what you are about.

It is your World. It is the place where people who join, and stay, follow the cultural norms. Certainly, there are rule breakers, exceptions, and those who make a choice not to stay. Largely however, it is a space of community. Everyone fits somehow.

Your Culture

Every culture is unique and here are ten reasons why:

  1. Behaviors. Those that are observable by others. Not opinions but factual observations.
  2. Standards. The standards of work flow and work process become group norms. They are connected to values.
  3. Values. What are the published values? What do people feel and see?
  4. Philosophy. You have a mission. In most cases this is published for everyone to see, including customers and vendors.
  5. Rules. There are always rules of the game. These apply to everyone.
  6. Climate. How individuals and groups interact. What is the protocol and the patterns of behavior.
  7. Competencies. Skill requirements, the unique ways of doing things that no one else may do exactly the same.
  8. Habits. Inclusive of how the group thinks and acts. Repetitive acts are often habits.
  9. Meanings. Your language. How you speak. What are the acronyms and other lingo associated with you? You may hear it everyday, yet outsiders don’t know what it means.
  10. Symbols. Could include everything from your logo, to a statue, or the architecture of your building. Even dress code, or the lack of one could apply.

If you think the company down the street, across the hall, or three floors above you has the same culture, you are probably incorrect.

Culture may change but not until the people do.

-DEG

Dennis E. Gilbert is a business consultant, speaker (CSPTM), and culture expert. He is a five-time author and the founder of Appreciative Strategies, LLC. His business focuses on positive human performance improvement solutions through Appreciative Strategies®. Reach him through his website at Dennis-Gilbert.com or by calling +1 646.546.5553.


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