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Creating a Better World

At a recent talk, an attendee asked if I had noticed a shift in the consciousness of people around the world.  And the answer I gave was, yes. As democracy flourishes, millions of people are demanding their voices be heard, not just in how nations are governed, but also in how the organizations are led and run.

More than ever before people are looking for accountability, equality, fairness, freedom, openness, transparency, and trust.

Is this a good thing? I believe it is if you truly would like to see a better world.

Check out how world-class, freedom-centered (rather than fear-based) organizations and leaders are doing in over 80 countries around the world through Worldblu.com.

It all starts with building better organizations, who have a purpose to add value to society.  Did you know, the most successful organizations in the world are values-driven?  How is this you ask?  When you seek to understand employee’s needs, and make an effort to fulfil those needs, employees respond by becoming more engaged, and bring creativity and commitment into work.

How many times have I heard leaders asking for higher engagement, creativity and commitment?  Almost very organization is looking for these. They have become the new buzzwords.

So the next question I often get during my talks is: “How do I meet all of my employee needs?  They have so many it seems.  My response is quite simple:

We all have the same basic human needs, which everyone wants to experience in life and at work.

Respect, Integrity, Loyalty, Fairness, and Trust.

Who does not wish to experience these?  In fact, it’s when we don’t that trouble happens.

We all want to feel accepted for who we are, our values and behaviours. The challenge is we do not all have the same beliefs or expected behaviours that define these values.  Hence, the need for dialogue and accepting our differences.  This is a biggie, accepting our differences.

More often than not, we judge each other and expect others to be just like us.  However, if we can accept people for who they are, and make an effort to share our values, what makes them important to us, and the kind of behaviours we’d like to experience, an amazing transformation can happen.

When people talk about their values, they connect on the heart level. It creates a deep connection, sense of belongingness and trust. Give it a try by taking your own Personal Values Assessment and share the results with your family, friends and team. Here is a teambuilding exercise to use in working with your values.

Another challenge to creating a better world is our personal values as a society are not currently in alignment with business values. For example, we want to trust our leaders, and have them care about the health and welfare of others, make a difference and contribute to society as a whole. Can business as a whole say it shares the same values? If we look at our current political reality, there are global leaders who are governed by self-interest and not looking out for the common good.

It is misalignment of values like this that is causing the decrease in employee engagement leading to reduced productivity and efficiency. Business needs to find ways to create inspiring visions, with meaning and purpose that align with the values of their employees, strategic objectives, and society.

The greatest cultural transformation happens when leadership teams are asked to put aside the personal agendas and the self-interest of the organizations they represent, to work together as one for the common good.  In doing so they all reap the exponential benefits. Before transformation, valuable resources were spent dealing with confrontations. With a common vision and shared values, members can make more efficient use of their resources by collaborating and maximizing their strengths.

Conscious awakening is happening in the world. It is no longer acceptable for businesses to avoid responsibility for all its stakeholders, even when they live on the opposite side of the planet. Thanks to social media and globalization, Third World countries will see benefit in the long term as we learn to take care of each other for the common good. It may take a pinch of enlightened self-interest and, sometimes, tragedy for change to happen; however, evolutionary transformation cannot be stopped once conscious awareness has taken place.

Creating a better world happens through the ABCs of High Performance. Start with AWARENESS of employees’ needs through a Cultural Values Assessment. Create a sense of BELONGINGNESS  by building trust in sharing your values. And  COMMIT as an organization to an inspiring vision.

With love from Singapore.

Joanna

We are very excited to share that my book, Conscious Culture, has been selected by the Government of Canada to be included in their recommended reading list of Reference Material for Ethics Advisors/Officers. What an honour! https://cultureleadershipgroup.com/conscious-culture-book/

Be sure to visit our Free Resource Center to get access to free e-books, worksheets and other valuable leadership development resources.

Our Signature Keynote – Awakening the Heart of Leadership Potential

To find out what your personal values are that empower you to higher performance and productivity, take a Free Personal Values Assessment.

To learn how well aligned you are with your workplace culture and what is impact performance, contact us for an Individual Values Assessment

To learn how to map, measure and manage the culture of your team or organization with our Culture Value Assessment for Teams and Organizations.

Leadership Speaker Joanna Barclay (2)Leadership Speaker Joanna Barclay (2)Leadership Speaker Joanna Barclay (2)Contact Us Joanna BarclayJoanna Barclay, Global Speaker, Published Author, Certified Professional Facilitator, and Leadership Consultant building high performing values-driven organizational culture.

With 30 years in business transformation working with organizations, Joanna’s passion lies in working with leaders, facilitating active participation in organizational change, developing resourceful teams and aligning strategic objectives. Her goal is to help organizations become high performing and values-driven, where people take ownership, build commitment and bridge communication gaps. As CEO of the Culture Leadership Group, she ensures successful transformation from concept through to implementation.

Planning a Merger or Leading Change? Culture Eats Strategy for Breakfast

There is a well-known saying by Peter Drucker: “Culture eats strategy for breakfast.” Applied to culture change this means whatever new strategies a leadership team creates will not succeed unless they are aligned with the current or desired culture.  How can you expect different results unless you focus consciously on changing the way people behave and interact with each other?

What sunk the Titanic was not above the waterline but below. The currents of emotions within an organization are at play beneath the surface. The saying, “Culture eats strategy for breakfast,” is an apt description of the power of cultural currents and their impact on strategic initiatives. How people do things, the management style, and the way decisions are made all play out here.

Beneath the surface is where habits and traditions exist that either engage and empower people or hold them back from wanting to adapt to change. Here is where attitudes and beliefs create resistance, and where values and behaviors are expressed and lived.

Planning a merger? Imagine the impact a Cultural Values Assessment can have on leading the integration of two organizations successfully.  What do you need to think about?

Leadership is recognizing how important engaged employees, collaboration, and the power of collective action are to achieving business results. The ability to implement new strategies depends on creating a shared vision and moving in a common direction.  Leaders need to believe and commit to the new strategies, and create internal cohesion on the leadership team.

What can prevent this from happening?  Resistance to change.  The “why” is not compelling enough, emotional fears block new behaviours due to uncertainty of the future, or not trusting the leader to keep their promises. Resistance to change is one of the biggest obstacles to leading successful change.

The most critical successful factor is the leadership team and their commitment to cultural transformation. There needs to be a shift in thinking and behavior from “me” to “we”. The “we” is the ability to create shared goals with shared values. Building trust and having a common approach to achieving the goals, and working together.

Imagine what this will mean to leaders who only know a command and control style of leadership. “My way or the highway!” It will require the development of a new leadership style—one that is more facilitative with a focus on building consensus and engaging participation. This can be a huge change in what leaders’ value, the way they behave, and how performance is measured.

The way of reaching your goals and realizing your strategies is embedded in how people act and interact with one another.  In other words, your culture. We all know Einstein’s theory of insanity:

“Doing the same things over and over again and expecting different results.”

Well here’s mine for cultural insanity:

“Expecting your employees to embrace new work habits and higher levels of collaboration between teams, while maintaining the same management style, organizational values, and behaviors.”

In the current global climate where increasing awareness and knowledge management is a competitive advantage, it would stand to reason that creating a conscious culture would be a management priority. This begs the question: “Are you investing in your culture or will you continue to have an unconscious, default culture?”

There are several reasons to invest in creating a conscious culture:

  • To become an employer of choice, and build a high performing workplace.
  • To increase employee engagement and retention.
  • To build a new culture after a merger or acquisition.

One way to create a conscious culture is to map and measure it by conducting a Cultural Values Assessment with the organization. I love this process because it includes everyone in the process of change which builds awareness, belongingness and commitment to cultural transformation. Whatever changes are required to align the culture with the new strategies will emerge in the process of reviewing the results with staff and the leaders.

A values assessment empowers leaders to map, measure and manage their cultural transformation for strategic success.

With love from Singapore.

Joanna

We are very excited to share that my book, Conscious Culture, has been selected by the Government of Canada to be included in their recommended reading list of Reference Material for Ethics Advisors/Officers. What an honour! https://cultureleadershipgroup.com/conscious-culture-book/

Be sure to visit our Free Resource Center to get access to free e-books, worksheets and other valuable leadership development resources.

Our Signature Keynote – Awakening the Heart of Leadership Potential

To find out what your personal values are that empower you to higher performance and productivity, take a Free Personal Values Assessment.

To learn how well aligned you are with your workplace culture and what is impact performance, contact us for an Individual Values Assessment

To learn how to map, measure and manage the culture of your team or organization with our Culture Value Assessment for Teams and Organizations.

Leadership Speaker Joanna Barclay (2)Leadership Speaker Joanna Barclay (2)Leadership Speaker Joanna Barclay (2)Contact Us Joanna BarclayJoanna Barclay, Global Speaker, Published Author, Certified Professional Facilitator, and Leadership Consultant building high performing values-driven organizational culture.

With 30 years in business transformation working with organizations, Joanna’s passion lies in working with leaders, facilitating active participation in organizational change, developing resourceful teams and aligning strategic objectives. Her goal is to help organizations become high performing and values-driven, where people take ownership, build commitment and bridge communication gaps. As CEO of the Culture Leadership Group, she ensures successful transformation from concept through to implementation.

What Makes a Great Merger Like a Great Relationship

What Makes a Great Merger Like a Great Relationship?

This headline grabs your attention doesn’t it? How many of us have a relationship in their lives that is going south, tearing lives apart? The divorce rate in America is around 50% and the failure rate of mergers and acquisitions is also very high, around 70%. With statistics like this I thought it might be helpful to focus on what I know from experience, makes a great relationship with friends and family, and a great merger and acquisition.

A focus on values and behaviour.

Why values and behaviours? The fastest way to ruin a good relationship is to ignore the values of the other person. Step-on or ignore the values of someone and watch how quickly this will create conflict and cause them to disengage from the relationship, or leave an organization.

The fastest way to build a great relationship is to recognize and behave in a way the supports and acknowledges the values of the other person. This is true in personal one-on-one relationships and in organizations. When you have an alignment in values there is a sense of shared purpose, or togetherness, creating a feeling of belongingness, and internal cohesion. Having this sense of connectedness is the basis for developing trust in a relationship.

The #1 value I hear from leaders who are building a high performing workplace culture is the desire for greater trust among the leaders and staff. But how can you build trust if you don’t have shared values?

So wouldn’t it pay huge dividends to include a Cultural Values Assessment in the merger and acquisition process? So much time and money is spent on due diligence, checking all the financial records, however, very little time is ever spent on assessing the workplace cultures of both organizations to find out where there is alignment and misalignment of values. This process would highlight the areas of difference, raise awareness for where the potential difficulties will lie, so you can go into the merger process with more insight and better preparation.

Much like the time and effort that goes into a marriage proposal. Don’t both parties think about the values they have in common that will support the relationship in the long run? Certainly.

I think great relationships have a lot to share with CEOs who are planning a merger and acquisition. Being prepared and knowing the values and potentially limiting values and behaviours makes good business sense.

Be sure to visit our Resource Center for valuable leadership development resources

Our Elearning Seminar – Building Your High Performing Workplace.

To learn how well aligned you are with the culture in your organization contact us for an Individual Values Assessment

To learn how to map, measure and manage the culture of your team or organization with our Culture Value Assessment for Teams and Organizations.

Contact Us Joanna Barclay Joanna Barclay, Speaker, Author, Leadership Consultant building high performing values-driven organizational culture.

With 30 years in business transformation working with organizations, Joanna’s passion lies in working with leaders, facilitating active participation in organizational change, developing resourceful teams and aligning strategic objectives. Her goal is to help organizations become high performing and values-driven, where people are engaged, take ownership, build commitment and bridge communication gaps. As CEO of the Culture Leadership Group, she ensures successful transformation from concept through to implementation.