Have YOU instilled a ‘Culture of Confidence in YOUR business? In YOUR team?
Yes – she’s ‘banging on’ about Culture again..’
Many businesses operate without even thinking about Culture or Staff Engagement, and some are undoubtedly successful on that bottom line, or they wouldn’t still be operating. But could they be more successful if they were more PEOPLE focussed? As we open up our businesses once more, tentatively after the pandemic, and aim to get back to a ‘new normal’, it is worth taking stock of YOUR business culture, and harness all that we have learned. I talk about the ‘People Agenda’ a lot. It matters.
People work for PEOPLE, not organisations, and I spoke about LEADERSHIP in my last blog, and in particular that of the England team. What has happened since that disappointing result and the dignified, stoic and CONFIDENT responses to those England players who have been the victim of racism, bears out the tremendous Leadership skills of Gareth Southgate, and the CULTURE of confidence he built within the team.
Does everyone in your business know what is expected of them?
Do you have a clear VISION, MISSION and have you worked up clear VALUES and competencies which are spoken about, supported and at the forefront of everyone’s working life? This is the HOW things are done – not the WHAT. Without this, it is difficult to leave anything to others. Making sure everyone is clear what part they play in operating your business, and HOW they should do it, is key to instilling confidence from your team.
Is everyone in your team equipped to do their job and supported?
When did you last ask any of your team – ‘What do you need from me?’ Or – ‘Do you have everything you need to do this?’ What about TRAINING? Are people clear as to the CONTEXT within which decisions are made which affect them? Let your people fly by giving them the tools to do their job well, and give them confidence to ask for help when they need it.
Do you assume positive intent?
Behaviour breeds behaviour as they say. It may not be an easy one to assume that people are working as hard as they can, but surely they are if you have given them the tools and the freedoms they need to accomplish what they are there for. A positive intent assumption from the leadership will permeate into the culture of your business and create a framework of psychological safety within your team so they can challenge and raise issues which may they not otherwise have raised. Not raising issues, and letting them fester is damaging to your business, and will result in a negative approach to collaboration and teamwork, ultimately affecting your staff engagement and so your turnover. Think about it – recruitment and training costs on the bottom line just because of a leader’s behaviour. Imagine that.
Do you operate a ‘no A-hole rule?
Whatever you say about Elon Musk, he does have a supreme gift of evaluating talent and selecting the right people to work for him. Not allowing toxic behaviours to negatively affect his business is actually a rule he operates by – apologies for the ‘A-hole’ terminology but it does grab the attention..! Having a recruitment system which ACTIVELY roots out such behaviour types, and having a culture which overtly allows people to call out such damaging behaviour will make for a more productive workforce. What type of behaviours? Blaming others/Deflecting responsibility, Procrastinating, Gossiping and Shaming behaviour must be called out. You – as the leader in the business – need to ensure this behaviour is nipped in the bud – or better still – not given a route into your business.
Spending a bit of time looking at the culture you have in your business, and creating a culture of positivity and confidence will pay off on your bottom line.
For help with the process, and to visualise what this could mean for your business, please do get in touch.