14 Thoughts About Building A Great Culture

14 Thoughts About Building A Great Culture

Good morning and happy Monday!

In a couple minutes, I walk on a stage to talk to 620 teenagers in San Pedro about the value of “how beautiful it is when your passion becomes your career.”

I honestly believe that PASSION is how “I PASS I ON” and I believe you do this just by showing up and doing your best every time.

You won’t be passionate about everything you do but you can put your passion in doing everything that has your stamp on it well. I am not passionate about cleaning the toilet but I sure am passionate about doing my best. Even dirty jobs need to be done and we need to start creating the kind of culture that is appreciative of people and make them want to do their very best to very time. So here’s

14 Thoughts About Building A Great Culture:

  1. Great leaders build and drive great cultures. They know it’s their number one priority. They can’t delegate it. They must lead and be engaged in the process.
  2. Culture is the reason why great organizations have sustained success. Culture drives expectations and beliefs. Expectations and beliefs drive behaviour. Behaviour drives habits. Habits create the future.
  3. Culture beats strategy. Strategy is important, but it is your culture that will determine whether your strategy is successful.
  4. If you focus on the fruit of the tree (outcomes and numbers) and ignore the root (culture) your tree will die. But if you focus on and nourish the root you always have a great supply of fruit.
  5. When building a team and organization you must shape your culture before it shapes you. A culture is forming whether you like it or not. The key is to identify what you want your culture and organization to stand for. Once you know the values and principles that you stand for, every decision is easy to make; including the people you recruit and hire.
  6. A culture of greatness doesn’t happen by accident. It happens when a leader expects greatness and each person in the organization builds it, lives it, values it, reinforces it and fights for it, and the leader is willing to shift, change adapt and make the culture that is worth emulating.
  7. Culture is dynamic, not static. Everyone in your organization creates your culture by what they think, say and do each day. Culture is lead from the top down, but it comes to life from the bottom up.
  8. Your culture is not just your tradition. It is the people in your building who carry it on.
  9. When leading a new team or organization, it will take longer to build a new culture if you allow negative people from the previous culture to contaminate the process.
  10.  When you build a strong, positive culture most of the energy vampires will leave by themselves because they don’t fit in. But you may also have to let a few energy vampires off the bus.
  11.  Creating a culture where people are afraid to fail leads to failure. Allowing people to fail and learn from failure ultimately leads to success. Always critique privately with respect and praise in public. This is the only way you will get the change in behaviour that is required.
  12.  Change is a part of every culture and organization. Embracing change and innovating will ensure that your organization thrives. Don’t get stuck in your old ways and your old traditions. It’s time to chart new waters, expose a new you and leave that legacy of greatness you were destined to leave behind. It’s never too late. Start today. Now.
  13.  Progress is important but when innovating and driving change make sure you honour your tradition, purpose and culture. This generates power from your past to create your future.
  14. Culture is like a tree. It takes years to cultivate and grow and yet it can be chopped down in a minute. Protect your culture but don’t hesitate to create one build on honesty, authenticity, integrity and love.

Let me know what bold step of leadership you are taking this week.

Have a great week. Namaste.

Remember to call Teresita and book your Leadercast tickets. 610-3032.

All the best,
Dionne Chamberlain Miranda

Leave a Reply

Your email address will not be published. Required fields are marked *