Transcripts
1. Welcome To Creating A Work Culture People Thrive In: Healthy culture is vital
to being effective internally as a team and with those that
you hope to reach. And while there will
always be problems, I believe it is
possible to create a culture so that
members of your staff, volunteers, and your
audience can flourish. Every organization, family,
et cetera, has a culture. Whenever individuals gather
around shared goals or ideas, beliefs, attitudes, and
practices shape the culture. Hey, this is Evan,
I hope leaders gain confidence and build
dependable teams. Keep watching because
in this video, I'm sharing the three
components that are absolutely necessary to
create a work culture. People can thrive within.
2. Defining Work Culture: As people assemble around common beliefs that
represent your organization, they began to witness words and actions that drive change, whether good or bad. Therefore, leaders must
always be aware of how these behaviors are actually
shaping the culture, the attitudes and
behaviors within a team, or the most
significant influence on an organization's culture. Don't miss what I just said. Creating a healthy
culture requires leaders to pay attention to how behaviors are affecting outcomes within and throughout
the organization. If your organization
is struggling with toxicity or you want to
ensure that you avoid it. Check out the link in
the description to grab the culture building
handbook for team leaders. Before we get into
the three components, Let's first further
define what is culture. Culture is the environment
and atmosphere distinct to a community that results from consistent beliefs
and behaviors. The values, communication,
and practices within an organization exhibit
behaviors representing the underpinning beliefs held by those who can actually
influence the culture. In other words, what
leaders believe is accurately revealed
by their behaviors. Culture can be defined as the ways people in
the organization behave and the attitudes and beliefs that inform
those behaviors. There are no perfect
organizations, but consistent behavior patterns
are better indicator of deep-seated beliefs than
a mission statement or a list of core values. Your work culture can
either help people thrive or cause it
to become toxic. It can become toxic
if leaders put little to no care or effort into changing beliefs
that are influencing behaviors that are ultimately
hurting the organization. With that being said, let's now dive
into how to create a work culture that
people can thrive within.
3. The Necessary Components For A Healthy Workplace Culture: People create the culture
of your organization to intentionally form and
maintain a healthy culture, rather than letting one
accidentally develop, you must give sincere attention to three vital components. Essential values, open communication and
habitual practices. And before we move on, it will be helpful
to further nuance the relationship between
behaviors and beliefs. If you or your team members
lack self-awareness, you can miss or overlook the direct impact that
things like pride, fear, or other personal
insecurities have on behavior. E.g. you may believe it is
important to empower others while believing others
will not perform the same task as highly as you. You can know that
a helpful critique of your work can
help improve it. But rejected by
becoming defensive because you believe they want
to hurt you more than help. You may inherently believed
that people are valuable, yet believed that
you can disregard their opinion or perspective if it's different from yours, you may believe that
resolving conflict is best, but also hope that it will go
away if you just avoid it, you can want the
best for the team, but also allow it to
suffer by believing that the adverse effects of a bad apple or minor
or nonexistent. So you begin to see there's a strong tension
that exists between honorable beliefs and those
muddied by insecurity. And this is because it's often easier to lean into beliefs that protect us rather than cause
us to become vulnerable. However, beliefs
that push us towards abandoning insecurities are the most effective at driving behaviors that help
create a healthy culture. To build a strong culture,
you must identify, model and support
beliefs that lead to healthy behaviors in each of these three components that
we're going to discuss.
4. The Essential Values Of A Healthy Workplace Culture: Now let's really get into the three necessary components to build a healthy work culture. The first is essential values. Building a healthy
culture requires identifying and adhering to values of service, trust,
and collaboration. A work culture will never be healthy if you or
your team do not have values that support how you interact with and
empower one another. Too often, core values only reflect how the team
should perform. An overlook how they can
be used to help guide the team towards health
and better practices. Creating excellent service
programs and outreach is possible with a toxic,
unhealthy culture, your organization's
culture will not be healthy if your values only emphasize outcomes
from people and are not an orientation
toward people, again, your values must
intentionally drive people towards service, trust,
and collaboration. In order for these
things to actually be a value represented
by your team, you must identify
the beliefs and behaviors that will
support that value. So e.g. related to service,
trust and collaboration, you could define behaviors and beliefs in the following ways. If service isn't
a central value, the belief that I hold onto is we're called to serve others. And the behavior that I would define is that I must first seek to understand the need if
trust is an essential value, the belief that I begin to adopt is growth requires trust. The behavior is to identify competency and share
responsibility. And if collaboration
is an essential value, my underpinning belief is that collaboration
builds relationships. And the behavior that
I seek to model is to invite the expertise of others. Of course, there are other
values besides these three that you could add
to your team's list. However, these three in
some form or fashion are essential and trademarks
of a healthy environment. Leaders who choose
to believe and behave according to these values will make significant
strides towards creating a healthy work culture.
5. How To Create Open Communication At Work: The second component
is open communication. Communication that
strengthens a secure culture, focuses on purpose,
transparency and clarity. If people do not understand why something matters,
feel confused, or have unclear expectations, your work culture will be built
around their assumptions. Communication is powerful. It can foster growth
or harm its potential. Communication can help build credibility and cut down gossip. But if done poorly, it can raise questions and cause people to begin to
feel unsettled. If you want to strengthen
your organization's culture, communication must explain
why more than what, offer transparency
and provide clarity. Communication that
reinforces a healthy culture is driven by beliefs
and behaviors. Prioritizing truth
above reputation, responsibility can
feel more like an obligation than a
calling when leaders do not clearly articulate
why a service idea or even the organization
is relevant. A clear sense of why
gives people a way to tell the outside world who they are and what they believe. If it is difficult for people to connect the dots between tasks and purpose or meaning they will drift towards
disconnection. Honest communication can build
equity when being upfront, even when it's not advantageous
for the organization, transparent communication requires a healthy balance
of sharing the good and the bad with those whom the information
directly impacts, clear communication prevents any misunderstandings
and ambiguity. It can also help
people to assume ownership and to
take responsibility if your team or audience
is guessing what you mean or what is
expected from them, it will elevate stress. People become tired of guessing. So they will either
jumped ship or burnout.
6. The Habitual Practices Of Healthy Organizations: The third necessary
component to creating a healthy work culture
is habitual practices. There are necessary
practices that must become habitual in order to
create a healthy environment. Holding space for asking
questions, addressing problems, and sharing feedback will tell your team that a healthy
culture is important to you. Healthy leadership
requires a willingness to navigate difficult
conversations and situations. It also requires
humility to listen, and in some cases
to make changes, either personally or
organizationally. Leaders who build great cultures practice empathetic listening, addressing problems, and
encouraging feedback. These are not easy habits and
do require a commitment to practicing to keep the culture from drifting towards
indifference, passivity, and even
personal preferences. Think about it. Asking questions
is a vulnerable action. It conveys that you do not
have all the answers or understand all
aspects of your work. Or organization. Leaders who ask
powerful questions have the greatest success in seizing new opportunities and addressing unexpected
challenges. And they build
cultures that will carry these benefits
into the future. Asking questions and carefully
listening can help leaders better understand the organization's strengths
and weaknesses. Ignoring problems is a
sure-fire way to ensure that toxicity spreads throughout the organization, resolving
conflict quickly. Those two things, it communicates
that you will address problems and that you care about the overall well-being
of your team. Weaving conflict management,
grace, correction, and forgiveness into the culture of your organization
will normalize addressing problems
quickly and help prevent more in future problems. And concerning feedback,
it can help reinforce positive behaviors and
correct negativity, attitudes and actions that are contrary to a
healthy culture, your team must be
receptive to feedback in the best way to ensure that they are is by modeling it yourself. First, closed mindedness
towards feedback could indicate one or
two things or both, a lack of trust or
lack of security. If members of your team
we're not open to feedback, it will increase frustration, creates silos, and prevent
a thriving environment. Leaders and team members
thrive when beliefs and behaviors are associated
with people oriented values, open communication and habitual practices that support
a healthy work culture.
7. 5 Steps To Change The Culture Of Your Team: If you or your team feel
that you're slipping into toxicity or
you're already there. Here are five steps
that you can take to begin moving towards health
within your culture. First, you must begin by
discussing and applying these three components that we have outlined
within this video. Second, you must model the culture that you
want to experience. Third, began to rally your team around beliefs and
behaviors that support a healthy environment for you
must identify a dress and resolve toxic traits and people that are
unwilling to change. In fifth, celebrate every
chance you get beliefs and behaviors that strengthen health within your organization. Creating a positive
work culture begins by first understanding
the characteristics that help make it one
in the first place. All organizational
and work culture are built on beliefs
and behaviors, whether good or bad, that influence the environment. Built a healthy culture, you must identify and model
empowering beliefs and behaviors in these three
necessary components, essential values, open communication and
habitual practices. Culture is complex, but
it is possible to create an environment that people
thrive within and support. This is Evan, thanks again for watching and we'll
see on the next one.
Evan Doyle, Content Marketing Strategist
