Want a High-Performing Culture?

I was live streaming on LinkedIn Live about some of the best ideas on high-performing cultures.   This topic is so important because it sets the tone, raises the bar, and sets you and your company/organization up for success.

And before you dive in, I'm sure you have some best ideas of your own.  Share some of your best ideas in the comment section below.  I'd love to hear from you.

So drum roll please....🥁 🥁 🥁

5 of the Best Ideas for Having a High-Performing Culture are:

#1. Psychological Safety

Simply stated, "Is it safe here?"  If your employees cannot answer this question in the affirmative, then your chances of having a high-performing culture are low.

A lack of psychological safety leads to fight-or-flight thinking, stifling cooperation, hindering creative problem-solving, and weak or unfocused strategic thinking.

#2. Create a Culture of Belonging

From the first day on the job, you want to create a sense of belonging.  Daniel Coyle in the "Culture Code" describes these as belonging cues.

How do you engage your employees?  Do you seek their input and value others' opinions? Maybe you've experienced a time when you really felt like you belonged and that your presence in the company was appreciated and valued.  It's no different for the people you lead.

Feeling valued has a significant positive impact on performance and results in a significant positive contribution to the bottom line.

#3. Shared Vulnerability

The courage to trust others, the courage to at times share leadership, courage to take risks to achieve great things are signs of vulnerability.  There are times when you need to take charge and there will be times when you can let others take the lead, and the credit.

Own up to your mistakes and admit that you don't have all the answers.  It takes great courage to be authentic.

#4. Cooperation within Your Teams

How do you build cooperation? Lead by example.  Your actions speak louder than words or slogans. Create opportunities for teams to work together. Create opportunities for them to socialize outside of work. They need to build trust with one another.

Selfless behavior versus selfish behavior

The worst thing that you can have is sort of passive-aggressive behavior where they fake cooperation but really are only concerned with one thing - themselves.  Exit the bad apples.  You won't know how much damage they have already caused until you do.

#5. Purpose and Vision

What is your why?  What is your vision of the destination of where you want to take your company or organization?

Establishing purpose gives everyone in your organization a clear idea of what the company stands for.  And creating and sharing a vision for what the future holds creates clarity for everyone in the organization.

Where are you focused? Be clear. Define your culture. Assess where are you now and where you want to go.

Some final thoughts

When it comes to culture, what you acknowledge and appreciate sets the bar high. Show appreciation for the actions and behaviors of your employees that embody your company's most important values. Make it a big deal because it is.

Communicate, Communicate, Communicate. Don't worry.  You cannot over-communicate belonging, shared vulnerability, safety, cooperation, and purpose/vision.

The key here is frequency and repetition.  Your people need regular reminders to keep culture and purpose top-of-mind.

Building trust is the keystone to having a high-performing culture. If want them to trust you and where the firm is headed, you need to be trustworthy. Trust is built by your consistent actions.

Until Next Time!