Culture Building Resolutions
Toxic culture means working harder to reach average.
Sick culture is an invisible cost that shows up on the bottom line.
Make resolutions that impact the way you treat each other while you work.
Culture reveals itself when…
- Success stories are shared.
- Teams miss deadlines.
- Raises are given.
- A leader walks into the room.
- Something goes wrong.
- Customers complain.
- Innovation is needed.
- Conflict heats up.
- Performance review time comes around.
- Someone earns a promotion.
Culture Building Resolutions
#1. Unsung Hero
Commit to trace success back to quiet contributors. Who made winning possible?
#2. Post-Mortem
Focus less on “who” and more on “what.”
When deadlines are missed, commit to remove friction. Ask, “What got in the way?” Empower people. Streamline processes.
Note: Friction could be an incompetent person.
#3. Equity Audit
Decouple raises from likeability. Choose metrics that reflect value added.
#4. Thermostat
Commit to notice your shadow. Enter spaces with curiosity instead of critique. Notice the energy in the room. Shape your impact intentionally.
#5. Learning First
Treat a mistake as a free masterclass.
- What was done?
- What wasn’t done?
- What are we learning?
- What will we do differently next time?
#6. Frontline
Make resolutions about complaints. Spend one hour a month listening to customer complaints. Gather the team and call unhappy customers.
#7. Wild Idea
Create space for ideas that might not work. Run pilot programs.
#8. Constructive Friction
Stop peacekeeping and start peacemaking. Lean into the tension. Teach teams how to debate without attacking.
#9. No Surprises
No one ever hears feedback for the first time during an annual review. Commit to provide real time coaching.
#10. Succession
Promote people who lift others, not just solo performance.
Final Thought
Leading people includes building environments. Make resolutions that lead to flourishing at work.
What culture building resolutions would most impact your organization?
5 Ways to Show Up Like a Leader and Build Culture Every Day
It’s Likely You Have a Toxic Workplace. Now What? SHRM
Creating a Strong Culture
One of my students worked as a waitress at a local restaurant. She said that every night before her shift, the evening supervisor held a 5-minute standup meeting with the wait staff. He discussed one of the restaurant’s core values. For example, one night he discussed “respect.” The supervisor asked questions like the following:
• What does respect mean to you?
• Tonight, how will you demonstrate respect to our customers? To your co-workers?
• What does disrespect look like?
• How do you feel when you are disrespected?
These discussions made the restaurant’s values very relevant and real, and the culture very strong.