Tag: transformation

Return to the new normal: Leader’s top of mind. What do you think the new normal is going to look like for you?Axialent recently hosted a live debate, Return to the new normal: Leader’s top of mind, featuring Oseas Ramirez, corporate innovation advisor and keynote speaker to Fortune 500 companies, startup founder, and board member in several organizations, and Thierry De Beyssac, business cultural transformation expert and former CEO in 12 countries. The two explored and debated global organizations’ leaders’ top of mind topics and how to prepare for the “new normal”.   
The live webinar covered three pressing questions:
 

What do you think the “new normal” is going to look like?

  • The “new normal” won’t look the same for every person, company, and country and each one might experience their “new normal” on a different timeline, as situations progress differently worldwide. 
  • It will be important to manage your organizational trauma to recover your people’s engagement and help them be able to perform at their best. 
  • We have proved we can be resilient by making fast changes during this crisis. Now, how can we replicate it in a sustainable “new normal” way?  
  • Fast-tracked innovation projects are now the new internal benchmark. 
  • We need to be agile, not just do agile: attitude does matter. 

 

What challenges and opportunities do you see now emerging from this crisis?

  • Never let a good crisis go to waste. There is an opportunity to reshape your organizational culture, review your purpose, and operating model.  Do it quicker and deeper.  
  • Disruption is a fantastic window of opportunity to work on self-empowerment, to redesign ourselves, and to review mindsets and corresponding habits. 

 

What is the implication of this new normal at a leader’s personal level?

  • Be a permanent LEARNER and develop yourself as a coaching leader. Invest at least half to a full day of your time on it every week.  
  • As a leader, you have a professional responsibility to take care of yourself personally. Not 
    practicing basic sleep and healthy nutrition routines can make cognitive capacity decline, which in turn can, make the quality of decisions suffer. 

To view the full webinar discussion between our experts, Oseas and Thierry, please click here to watch the video.  

In Fran Cherny and Thierry De Beyssac’s article, Survivor Syndrome: Overcoming Organizational Trauma in Times of Crisis, they mention “meeting people where they are” as a way of helping your organization navigate this difficult time. What does it mean to “meet people where they are?” Why it is important?  
In life, we are all seeking experiences that make us feel good, loved, and give us a sense of belonging. We crave connection. The workplace, in any format, is not the exception. According to Forbes Magazine†, on average, we invest a little less than half our time at work in meetings, interacting with colleagues. There are plenty of opportunities to build connection and strong, trusting relationships, and yet, often we feel disconnected and sense a lack of belonging. 
Survivor Syndrome: Building Bridges and meeting people where they are. Two hands, one on either side of a pane of glass in a windowMoreover, during difficult times and crises in an organization, leaders tend to focus all their energy in trying to survive and keep the business going; learning to transform the business while running the business. Relationships are sometimes overlooked, and connection is postponed for “when the right time comes.”
In Axialent, we believe that what we do as leaders shapes our organizational culture and how we choose to respond during crisis is what makes the difference.  
Responding to the challenge in a constructive way and supporting people to be at their best will help organizations grow their power of adaptability and resilience: two things we all need desperately, now more than ever. 
 

Building connections and meeting people where they are is a step toward supporting people to be at their best

So, if “meeting people where they are” makes us feel loved and valued and can help us thrive, why do we often experience disconnection or misunderstandings instead? 
It turns out we can find it difficult to connect with others: 

  • It takes work and energy: Empathy is hard work. According to the American Psychological Association‡, people sometimes choose to avoid empathy because of mental effort it requires. 
  • It can be painful / uncomfortable to see people we love & care for suffer: We want to save people from suffering. We cannot “spare people from living the process.” The only way out is through.
  • We get frustrated and anxious for the time it takes to walk the journey: We sometimes feel that talking about what has happened is not the best investment of our time, and it’s frustrating. “Let’s go into solution mode NOW!”  
  • Knower Energy: We believe we know what needs to be done, what’s best for the other person and what needs to happen. “How can they not see it? It’s so clear!” 
  • Our own judgment: We experience disappointment when we feel that things or people are not being good enough. We put our own expectations on others. 
  • It’s challenging to look inward at ourselves to a place where we can connect and resonate with others’ pain and experiences. We are not always willing to do it.  

 

Building bridges

So, how can we increase our connection to build bridges and “meet people where they are?”

  • Self-connection: Be aware of your own stories and emotions toward the situation. Clarify your own intentions. How is this situation making me feel? What is the story I am telling myself? How would I like to help others? What would make me feel proud, despite the results?
  • Acceptance: Whatever it is, is enough. Let go of any expectations of how things should be or how people should react. We are all in our own journey and the time it takes for each of us to process what is happening is the time each of us need.
  • Hold the space for others: Be fully present with your energy, intention, and attention. Create a safe space for people to share their own stories, without fear of negative consequences. Let people know you are in this together.
  • See people with kind eyes: Tap into your empathy and compassion. We are all doing our best to deal with our own challenges. It’s ok to feel whatever each of us is feeling. Be at their service, assume good intent, and seek to understand others’ perspectives and beliefs with genuine curiosity.
  • Help people get unstuck: The way we see the problem is the problem. Challenge people’s beliefs by offering alternative perspectives and support them in creating new possibilities for their business, their relationships, and their lives.
  • Invite people to move forward: Create a compelling and inspiring vision for people to join you and reduce the exit barriers for people wanting to leave.
  • Be the change you want to see in the world: Lead your team by example by demonstrating the standards (behaviors) you would like to see in others.

 
Reaching out and offering our helping hands with the sole intention of supporting each other is the way we, at Axialent, choose to respond.
 
† “Just Say No: How Your Meeting Habit Is Harming You” Forbes.com, 8 August 2013
‡ “Empathy Often Avoided Because of Mental Effort” apa.org, 22 April 2019

In a recent article, my colleagues Fran Cherny and Thierry De Beyssac offered some thoughts on Survivor Syndrome; how the present challenges have the potential to create organizational trauma affecting all the dimensions of business and how to better cope with this. They offer in their article a list of actions to help and support your employees as we move through this time together. The first on the list being: “to put things on the table.” What does it mean to “put things on the table?” What can I do differently to help myself and others around me during this difficult time?
What does it mean to “put things on the table?”
The emotions that are triggered in us by a world in constant “VUCA Reloaded Mode” may put us in a place that oscillates between harmful repression and brutal explosion. Anger, for example, permeates openly or simmers under the surface. As we speak to colleagues, friends or family members, it can almost tele-transport itself across remote devices. I like to say that as long as the emotion “has you,” you have no choice. You will do whatever the emotion does, only to regret it later. You will say things that hurt others, make promises that are impossible to deliver… you name it.
I like to offer to my clients the following concept: “the only way out is through.” In order to put things on the table, you must enter a space of higher wisdom and compassion.
 

You do that by:

  1. Taking a few deep breaths of awareness: You separate yourself from the story. It becomes “you have the emotion,” rather than “the emotion has you.” You take perspective of your thoughts. The “I” (the person) that has the thought is NOT the thought. I feel angry, rather than I am angry.
  2. Accepting the emotion unconditionally: Realize that the emotion makes perfect sense, given the story you are telling yourself.
  3. Analyzing the story behind the emotion: Every emotion has an archetypal story. For example, anger or frustration has the story: “something bad is happening and it should not be happening.”
  4. Expressing your thoughts and ideas from a place of tentativeness and humility: As you engage in conversations with your colleagues or leaders about what is going on, you adopt the perspective of good intent from everyone. Even when you don’t understand what is going on, you assume that the people in charge of calling the shots have everyone’s interest at heart.
  5. Inquiring about the thoughts and ideas of others from a place of wanting to learn, of curiosity: The combination of 4 and 5 creates the conversational dance where any topic can be addressed or put on the table.

 

Put things on the table

Working through steps 1-3 are paramount if you would like to have a constructive conversation. Taking these steps will set the conditions for the kind of conversation you want to have. The promise is that you will be better able to understand each other. And then make better and informed decisions, for the good of the business, the team and yourself. Being able to address difficult topics in an open, caring and compassionate way is a powerful way to increase connection among your employees in these difficult times.

Quote from James Anthony Froude "You cannot dream yourself into a character,; you must forge and hammer yourself one." Never let a good crisis go to waste.
In the first post of this series, I shared an anecdote of how I once heard an executive in the US say “Never let a good crisis go to waste”. On the second post, we briefly explored some ideas about how the crisis and how we respond to it might have a long-lasting effect, with downstream effects impacting our character. In this post, I would like to share some thoughts on how a practice of empathy and gratitude can be a character-building ‘workout’.
As the pandemic continues to wreak havoc in our healthcare and economic systems at the macro-level, the downstream impacts it has on our lives are extremely varied. However, it is difficult to keep in mind the different impact ‘modalities’ it has. The conversations, articles, podcasts, news, etc. from the last weeks have gotten me thinking about the different realities people are experiencing – and it’s prompted me both to empathize more and be grateful for my own situation (still working on it!). We can look at some of these different realities through a large number of different ‘lenses’ or perspectives to help with the mental and emotional exercise. Let’s start with the lens of work situation by looking at a very very high level way of grouping different types of work circumstances many of us are facing right now.

Knowledge / remote workers

This is a segment of the population in many countries that has the great fortune of being able to continue their work from home. Some were already doing it before the crisis, but many people in several countries are now full-time remote workers, for the first time. Those who had not worked remotely before might be struggling with the basics: i.e. setting up a proper physical space, improving their setup to have proper internet connectivity (have you been on a videoconference recently where someone is struggling to get good wifi signal inside their house?), proper headset, etc. For some others, the challange might be not only the setup, but also the learning curve to work remotely: I’ve heard from many of our clients how they have struggled to teach their people how to work remotely overnight, with some even paying online courses to teach their workforce how to operate in this environment. There are some others who now struggle to manage a workforce which became a distributed one overnight.
On top of this we can layer other type of complications – a Wall Street firm HR Director recently shared with me a situation they are facing with their younger workers. Many of them might find themselves working out of a densely populated urban area in which they live with roommates in a small space (think NY or San Francisco, for example). In their small apartments, they might not even have a suitable space to camp out with their laptop and take a call, or said space is not enough to have all roommates trying to do it simultaneously. Others might find themselves locked in their house with their kids running around with no school – trying now to double not only as remote workers but as homeschool teachers. I have heard hundreds of variants of this type of situation, but even though it is undeniably disruptive and stressful, it is a great situation to be in, especially if we consider others.

Still with a job, risking it

There are many others who are fortunate enough to still have a job, but it can’t be performed remotely, and it needs to be performed. Thousands of healthcare workers (facing greater risks than anyone), bank branch employees, supermarket employees, essential service provider workers (water, electricity, internet) among many others. They not only have to deal with potentially having their kids at home, but to continue performing their job – and essentially doing it knowing that everyday that passes they risk contagion, with all the uncertainty that comes with it. “Will I get mild symptoms or end in the hospital? Can I pass it on to my kids and or older relatives living with us?” are thoughts we all might have, but I can only imagine the way they are amplified for those having to leave home everyday to go to work.

Now unemployed – and unprotected

Then we have millions who are now (or about to be) unemployed… and depending on which country they are in, and their situation, this can be a downward spiral with potential ramifications worse than the virus’ most common course. A startup CEO in Mexico recently told me “in my country, poverty will kill more people than the virus”. There are billions of people who live either under the poverty line, or who barely surpass it yet require income on a daily or weekly basis to survive. An interruption in income of a few days can mean they can’t pay rent or other essential expenses. Losing employment can mean they lose their medical insurance, whether private or public…

Other lenses

Sickness and death is yet another lens through which we can try to empathize. Both can touch us all – whether we live in the 1% strata or live in poverty, employed or unemployed, no one is immune to this. We’ve heard about infected (and recently dead) royals and celebrities all the way to the mass graves for the less fortunate ones.
There are additional, countless lenses through which we can try to empathize with others during these times: age (i.e. older people seem to have higher mortality rates), having access or not to testing and healthcare if needed, being able to take care of oneself even for basic chores like shopping, the political situation of where you live (those under totalitarian regimes might be on slippery slope to lose even more freedom), etc.
Whatever the lenses we choose to practice empathy, they can be helpful to get some understanding of what others are living during this crisis. If you are reading this, there is a very reasonable chance you are in one of the more fortunate situations: hopefully you have the financial means to weather this storm out, or you still have a job you can do remotely. If this is the case, remember, even if you are experiencing hardships, count your blessings: there are probably millions who would see your current situation as an answer to their prayers, if they could switch places with you today. Realizing that can help put things in perspective – and it’s one of many ways in which we can individually do our work to avoid letting this crisis go to waste.
 
First published in LinkedIn 

Marcus Aurelius quote "It can ruin your life only if it ruins your character. Otherwise, it cannot harm you - inside or out." Never let a good crisis go to waste: Part 2 - Who do you want to become? Crises as opportunities to (re)build our character.

Marcus Aurelius quote "It can ruin your life only if it ruins your character. Otherwise, it cannot harm you - inside or out." Never let a good crisis go to waste: Part 2 - Who do you want to become? Crises as opportunities to (re)build our character.
It can ruin your life only if it ruins your character. Otherwise it cannot harm you — inside or out. Marcus Aurelius
One of the most tangible aspects of a crisis like the one we are living is the material damage it causes: sickness, death, lost jobs, etc. There is, however, a less tangible but also very important dimension: the net balance a crisis has on our character as individuals, and the overall impact on society as a whole stemming from this.
Many phrases such as ‘adversity reveals character’, or variants of it, seem to indicate that a crisis will bring out who we truly are – and in many cases this won’t be a pretty sight. For example, in the current SARS-CoV-2 pandemic we can find dozens of stories of people who are taking advantage of the situation for their own benefit.
The flip side to this is seeing others rise to the occasion. Every tragedy brings its host of heroes, even if most of them remain unknown. Think of the first responders during 9/11, firefighters and others helping people out of crumbled buildings during an earthquake, rescue personnel saving people during floods – or, right now, thousands of healthcare workers, law enforcement personnel, food supply chain workers and countless others who are risking their lives for others.

The opportunities

We see responses ranging from the vile to the heroic and everything in between. This, however, does not prove that the type of responses we see is an inevitable result of a crisis ‘revealing the true colors of individuals’. Even under the most dire of circumstances, we all still have a choice. In other words, critical situations highly correlate with individuals showing more of who they are, but it does not invariably cause it. This might seem like word play from someone with nothing better to do than playing semantics, yet the implications are deeply profound.
Circumstances do not force me into acting one way or another (for better or worse) – I still have a choice. And what I choose has an impact on my character, every single time. Given that crises confront us with an abnormally high number of choices to make every day, we are basically on an accelerated path to build or destroy our character – and we do not have the option of choosing not to be on this path. Either by action or inaction we are doing something to our character. We are much better off by becoming aware of this and improving our choices every day.
Let’s look at this at different levels to illustrate:

At a personal level

A crisis is a perfect (and unavoidable) daily practice of how we react in the face of stress. It is an emotional gym that gives us the opportunity to ‘put in our reps’ every day. Pandemic panic shopping is making it increasingly hard to find vital supplies? This is a text-book definition of a situation to be legitimately stressed about: it can kickstart a downward spiral of fear, horror, self-pity, anger.
It’s also an opportunity to practice how to refocus my mind on what I can control and operate in that space, as limited as it might be: first rep of the day. Kids running around the house with no school – while trying to take a conference call? Check, that is very stressing – how am I going to respond to this? Second rep of the day. Sales projections are down? Third rep of the day: practice how I will manage my stress. You get the picture.
The difference with a physical gym is that here we don’t have the alternative to skip it: we are in it, and we will be putting in our reps. They can be reps in which we practice how to get more stressed, angrier, fearful… or they can be reps in which we try to give the best response we humanly can to every prompt. Every choice we make to every one of these prompts, every one of our responses, is a character building block.

At a relationship and / or family level

The lockdown half of the world is currently experiencing has resulted, amongst other things, in an impact to our relationships and / or family life. Young couples who are now living together out of necessity. Families with several generations living under the same roof while weathering out the situation. Couples in the process of getting divorced having to share the same living space, as their separation proceedings slow down or are temporarily halted. Death of loved ones. Families losing the income of one or both parents. Kids homeschooling putting an additional strain on family dynamics. Many of these scenarios can be stressing, depressing, anxiety-inducing, or worse.
If your specific current set of circumstances has made your life more complicated, how are you responding to it? Note that the question is responding to it, not how did you respond to it? This means that you have responded to it, you are still doing it, and more likely you will keep on doing it for the days and weeks and maybe months ahead. Is there a way to respond to it better? Can you address the content of the challenge (tension, grief, whatever it might be) with a better grip on your emotional response? Can you recognize the emotion in the situation, acknowledge it, but not be controlled by it?
The harder our circumstances, the harder choosing to respond to them in a constructive way can be – yet, like most other things in life, practice helps. And every day we have the opportunity to practice a better response. That practice is a way to improve our character. We’re already at the gym: might as well put in the work to come out of this stronger.

Never let a good crisis go to waste

This brings us back to the beginning. Crises bring about painful, tangible consequences. Thousands of us will not survive this pandemic – yet most will. The tragedy and grief that we have and will have for those dying is here and will be here. Let us not add to this tragedy by also losing vast amounts of human quality with the survivors’ characters deterioritating. Instead, let’s honor the departed by becoming a better version of ourselves for now and the times to come. 

Disruption are you up for it - image of a planes flying in formation and another crossing their path

Disruption here, disruption there, disruption everywhere… It’s a buzzword, but what does it really mean?
I define disruption as the speed in which change happens, the acceleration it takes, and how fast it impacts other parts of the system. “The butterfly effect at the speed of light” — it alters the way you live, the way you engage with others, and the way you do business.
Disruption can be a threat to your business if you are the “disrupted” (think about Uber toppling the taxi and transportation industry), or it can be an advantage if you are the “disruptor” (at least, for some time). There have been many articles written about disruption, but I have found very few that talk about how to respond to it (especially if others depend on you as a leader).
Let’s refer to the iceberg model from one of my previous articles 

We believe the key to be able to respond to disruption is to look at our consciousness at the “being” level — gaining awareness of how we respond, when we are triggered or reactive, and how to recover faster when we are being triggered; identifying the triggers and consciously choosing how we will respond when new situations emerge. We will be tempted to think we know the answer, but we might be facing a problem we had not encountered before.
We need to be resilient (defined as the ability to recover faster and faster) at the “being” level in order to face and respond to disruption, as our egos will be challenged and at risk. How can you build a culture of resilience in your organization where egos or attachment are not getting in the way? Prepare your leaders and employees to face any situation they might encounter.
We will discuss three different “viruses” we see in organizations that work against building this resilience and the ability to respond:

  • Lack of curiosity, openness and acceptance of the status quo. We call this the “knower” or “fixed” mindset.
  • Lack of responsibility or ownership to respond and the speed with which we act. We call this the “victim” mindset.
  • The dangers of multitasking and not valuing the power of focus on a single task at a time. We call this the “multitasker.”

 

Lack of curiosity, openness and acceptance of the “status quo”

 
“I think there is a world market for about five computers.”
— Remark attributed to Thomas J. Watson, Chairman of the Board of International Business Machines (IBM), 1943
 
“We don’t like their sound. Group guitars are on their way out.”
— Decca Records on rejecting the Beatles
 
“Who the hell wants to hear actors talk?”
— Harry Warner, Warner Bros. 1927
 
What did you think when you read those statements? We can’t imagine our lives without computers. The Beatles became one of the biggest music success stories. And can you imagine movies without actors talking?
All of these examples disrupted their industries in a big way. Thankfully, there were others who believed in computers and The Beatles.
These statements all lack curiosity, which can be very dangerous. What if The Beatles had given up after speaking with Decca records?
Have you ever been in a meeting listening to the presenter and think to yourself “Wow, that will never work. What a stupid idea.”?
A good example of this is the Blockbuster story. Remember them? (Because many children today don’t!)  Netflix met with Blockbuster executives to propose a partnership, but Blockbuster laughed at the idea and didn’t agree. The rest is history.
Imagine how things would have been different if they had moved away from their “fixed” mindset and had been open to the partnership.
It is very easy to shut down others because we have a belief. That’s why the “knower” is a very dangerous mindset to be in. We believe our own opinion is the truth. We have been telling ourselves stories all our lives, but the danger comes when we start to believe our stories and are no longer open for other ideas to emerge.
 

Lack of responsibility or ownership to respond, and the speed with which we act

 
“Mommy, the toy broke.”
“The milk spilled.”
“He started it.”
 
For those who have children, you are probably very familiar with these statements or can think back to your own childhood. Now read the statements again. How do you think the toy broke? Who spilled the milk? Who started it? These are exactly the same as:
“The project got delayed.”
“The previous meeting ran late.”
“Accounting didn’t get me the report.”
 
On a bigger scale, this turns into a blame game, where the focus is on who created the problem. The BP oil spill in the Gulf of Mexico is a good example of the different parties not wanting to take responsibility for what happened. And that became a PR disaster.
Blaming external circumstances for something that occurred without you being part of it or having any ownership in it might be a good short-term strategy to keep your ego safe, but it will not help your business at all in the long term.
While you are all discussing whom to blame, someone is looking for the solution you need, and they will probably beat you to it.
This level of complacency can put your organization at a disadvantage.
 

The dangers of multitasking

In 2015 alone, 3,477 people were killed and 391,000 people were injured in motor vehicle crashes involving distracted drivers.
During daylight hours, approximately 660,000 drivers use their cellphone while driving
These numbers are very big and very concerning. We all know it, and yet we still do it. How can that be?
In organizations, multitasking has become the norm and is no longer an exception. It’s often even valued as an asset. Do you recall your last meeting? How many people were listening and at the same time looking at their phones? Have you dialed in for a conference call and at the same time responding to emails?
I am afraid I have to burst your bubble. Multitasking might be very good for some things, but you can’t apply it to everything. Effective multitasking is a myth and also very counterproductive.
Take driving for example. At any given time, we need to focus on the road ahead, look in the rearview or side mirrors, control our speed, apply the right amount of pressure to the gas pedal, and maybe even look at the GPS for direction. We may have mastered this art, but adding talking on the phone, texting or having an argument with another passenger in the car is where you push the limit and it becomes counterproductive.
When does your multitasking go too far?
 

But what next?

My invitation to you is to reflect on these three viruses:

  • Do you observe yourself displaying any of these behaviors? What about people around you?
  • Can you think of any situation in which displaying these behaviors impacted people negatively or hurt the business?

In my next article, we will unpack the antidotes to each of these viruses.

“Genius is not enough. It takes courage to change people’s hearts.”

— Green Book

 
In this final blog post in my culture shift series, I will take a look at some of the symbols and systems that shape workplace culture and explore one of the fundamental shifts needed for a new paradigm.
One of Axialent’s founders wrote the book “Conscious Business.” When I first read the book, I was particularly encouraged by this quote:
 

“Many believe that it is necessary to sell out in order to achieve economic success, or drop out in order to pursue a meaningful life. This is a false polarity. When business is conducted as an expression of your core values there is harmony between material and spiritual wealth.”

 
This expanded what I thought about business and settled a dilemma I had wrestled with internally. How do we transform the way we conduct business, consistently aligning vision and values, profit and purpose, and experience this harmony between material and spiritual wealth? What if more people could experience prosperity, ease and joy in their work and lives? What if you don’t have to sell out or drop out to find peace?
Research states that the average person will spend up to 90,000 hours at work over a lifetime. During those 90,000 hours, the environment you work in really does matter and ultimately impacts your success, health and well-being. How do we work together to shift systems and create more conscious cultures?
First, we become more aware of the way we think and talk about things. Language is a powerful symbol of what we value and is expressed through rituals and stories. We pass these stories on, and they express what is most important in a particular culture and signal how business gets done. For example, I recently watched the documentary about Theranos called “The Inventor: Out for Blood in Silicon Valley.” It was evident that in order to succeed at Theranos, you did not challenge the vision and were expected to spread the claim that the company could perform over 200 blood tests with a single drop of blood. Those who spoke up with concerns and evidence to the contrary were contacted by lawyers or the CEO and COO personally. This culture of dishonesty, fueled by centralized command, enabled fraud and mistreatment of employees.
Since many of the messages about what is valued in an organization are nonverbal, it takes effort to take a sincere look at their unintended impacts. Symbols to consider include:

  • How leaders’ behaviors set the tone: What is acceptable and what is not?
  • How budgets are allocated: What do we choose to prioritize and why?
  • How time is spent: Meetings, email, etc.
  • Who gets promoted: What is it based on? Performance, potential, relationships, etc.
  • Who leaves: Why are they leaving? Do we conduct exit interviews?
  • Recognition and compensation: Are we equitable and fair?
  • Title: Who has power and authority to make decisions?

Once these symbols and their impact have been considered, then strategies and plans can be made for organizational change. Structures that might need evolution include:

  • How you do strategic planning and budgeting: Who has a seat at the table? What is our process for decision-making?
  • Performance review and reward: Do we reward what we say we value? When competing commitments are exposed, how will we decide what to prioritize?
  • Measurement, reporting and learning: What do we measure? How do we share data? How do we learn from our missteps and utilize these learnings to inform our future choices?
  • Organizational structures: Do we need to reorganize or redesign roles to be more effective?

So what are the barriers to real change? Power and intent.
Many business practices happening today are rooted in the mental model of power over and zero-sum game, a win/lose mindset, which is contributing to a deficit of spiritual wealth including meaning, well-being and joy. Tolerating bad behaviors at the highest levels in an organization can have a negative impact on the culture, as people take their cues from those at the top of what is acceptable behavior. What is needed for greater harmony and sustainability is a fundamental shift to a mental model of power with and power through, a win/win mindset, where we really practice “partnering” to help improve all aspects of business and life. This shift in intent will require a rebalancing of valuing intellect and knowledge as much as the wisdom of the heart.
 

“The culture of your business is its heartbeat. Without a healthy one, the business will ultimately fail.”

— Conscious Capitalism

 
Just like getting an annual physical to check on the health of your body, building in practices to check on the health of your organization’s heartbeat, your culture, is essential. Here are a few ideas to consider:

  1. The Culture Journey Experience. This interactive experience helps leaders and change agents understand the complexities of culture, leadership and their connection to performance in an accelerated environment. You will explore foundational forces, current operating culture and levers for change.
  2. Assess and measure the current state of your organization’s climate and culture using both qualitative and quantitative tools.
  3. Prioritize conversations on workplace culture as part of the executive team’s agenda just as you would other business metrics.

It takes courage to examine your own heart as well, which is an ongoing practice, and to aspire for something greater — not just yourself and your organization but for humanity.


Here’s a brief description of this small group/executive event… (email me at raff.viton@axialent.com if you are interested in attending this particular small group (10-15 people) executive event in Chicago and/or we can explore ways to bring this learning experience into your organization)
Senior leaders report culture as being critical to business success, however, few truly understand it – a new approach is needed to support leaders responsible for shaping culture. Using visuals, two-way dialogue, reflection questions, data, scenarios, and a workbook, this interactive presentation will take you on a journey that combines peer learning with targeted education based on facts and fundamentals about culture, climate, and change management that are not widely recognized.
Axialent in partnership with Human Synergistics leverage the learning map expertise of Root Inc. to develop this experience, based on visuals, two-way dialogue, reflection questions, data, scenarios, and a workbook.
Participants will walk away with a workbook, insights, applicable ideas, and actionable steps to help leaders and colleagues understand the complexities of culture, leadership, and their connection to performance improvement.

The Culture Journey Experience Goals and Content:

  • Share key learnings, experiences, and culture-related concepts to understand and appreciate the complexity and unique culture perspectives of peers and experts.
  • Understand how culture is originally created and the impact of history on the current state, as well as important aspects of the work climate that shape and reinforce the current culture.
  • Build a common language for understanding the layers of culture using qualitative and quantitative methods.
  • Discover how culture evolves and identify paths that increase the likelihood of shared learning and positive results with any major change effort.
  • Identify causal factors (systems, structures, etc.) that are part of the work climate and understand how they reinforce the current culture and maybe levers for change in improvement plans.
  • Apply learnings at each step of the workshop to your own organization or organizations with which you work.
  • Receive a workbook with discussion and reflection questions so you can apply key workshop learnings with colleagues at your organization after the event.


Change is a Chronic Condition
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Introduction to “How to Build a Culture of Innovation” Webinar


Speed matters in business.
Many executives today are leading high-growth companies and startups. Velocity-driven organizations and type A executives work hard at delivering new standards of performance and handling increased levels of change and creative tension without sacrificing trust or momentum. That is no accident though. These high-velocity and high-trust organizations are consistently working on their team dynamics and culture.
Most of us are only aware of our culture and its impact on our team’s performance when we have to adapt to something. Culture matters when there’s a problem (e.g., explosive change) – otherwise it’s just there. (paraphrased from E.Schein)
Sometimes, though, (even for business juggernauts) the continued pressure to make history and deliver on deadlines and commitments may lead to breakdowns. Despite the consistent good intentions and impressive accomplishments of the individuals on the team, team members may understandably get caught up in a “swirl” of counterproductive, cognitive conflict (causing drag forces) and affective conflict (causing drama/gravitational forces).
In physics, velocity, efficiency and momentum are negatively affected by drag. The faster you go, the more drag you create. Even tiny changes in drag can create large differences in performance.
At best, the “drama, drag and swirl” may be:

  • Distracting and diverting the team’s energy away from more value-added activities.
  • Decelerating the potential for additional momentum (i.e., maximum velocity).

At worst, the “drama, drag and swirl” may be:

  • Undermining the team’s effectiveness and ultimate success of their business objective.

Approximately $350 billion U.S in lost productivity occurs annually in organizations, due to negative behavior (e.g. swirl, toxicity) according to Gallup research. As much as 40 percent of manager’s time is spent dealing with conflict, drama and unhealthy tension another research indicates. (Source: http://powerofted.com/the-costs-of-drama/)
Everyday (default/reactive) methods for responding to this kind of tension/drag may not help regain collaborative momentum or help your organization recover quickly enough. In these cases, gravity becomes the overpowering force compelling your organization to a complete stop.
Instead of default methods of diffusing conflict, high-velocity teams and cultures practice staying above the drama, drag and swirl more effectively, with a shared set of drag-reducing mechanisms (e.g., tools, skills, mindsets). To maintain speed, they practice with these tools (see chart below) consistently — especially at critical moments when it doesn’t seem like there is time to stop and practice.

What is creating drama, drag and swirl inside of your organization?

As leaders, we have the power to transform the culture of our organizations. The culture, or the general consensus of “how we do things around here,” affects our business in every sense. It affects productivity, effectiveness, employee satisfaction and even our economic bottom line.
A key way each of us can make meaningful change in the culture is through our everyday interactions — one conversation at a time. We can lift the spirits and energy of our people and empower them to “be the change” of a conscious culture, without fear of failure, judgment or repercussion.
And if that’s not enough, there’s plenty of evidence that this will multiply your business results tenfold.


Source: Firms of Endearment by Raj Sisodia

What do leaders want?
Leaders at all levels, be they a team, function, regional or company leader, all want to solve their business problems with as little distraction and as QUICKLY as possible. While their particular focus could be productivity issues, effectiveness, speed or a lack of innovation, they all want a practical and doable change that will reap results right from the start.
Some leaders link their business problems to culture. If they do, they want to know how to increase the sense of ownership and engagement their people have and how to empower them. Other leaders haven’t yet made the connection that this intangible, invisible glue could be a key to greater success.

What do people want?
Most people come to their place of work wanting to do a good job. They want to be satisfied, to make useful contributions and to feel their effort makes a difference. At the same time, they want to feel they are valued by their company. Can you imagine the power if leaders can provide this kind of working environment when the change feels relevant and doable to every person in an organization? Can you imagine how quickly things could move forward?

Can they get it?
The big question is, can we achieve this?
The solution is to highlight interactions by increasing the quality of the exchanges between the human beings that make up that workplace. We want to captivate the hearts and minds of our employees by engaging in real conversation between people. These need to be ones in which they feel heard and feel they can express their own truth safely.
We spend long hours on the technical aspects of our work, and yet we don’t find the right “time” to have the game-changing conversations — the very thing that will create that productive uplift, the very thing that offers people their own power to make a difference.

One conversation can make a miracle; we just don’t believe it!
Now how do you close the gap? What if you could lift the productivity by even 1 percent? What would that look like over a quarter? Over a year?
This can happen through empowering, building ownership, engaging people, and change happens quickly.

Create an environment of powerful conversation.
How do you manage a wild horse? You don’t. You tend to its environment and overall health so it can be itself. It’s the same for us humans. The right environment that meets our physical and psychological needs enables us to step up and bring ownership to our tasks, to give full attention and energy to our work. So, as leaders, we can create a space where people feel trusted, feel they can bring their best and be appreciated for that, and feel they can raise their voice and contribute their expertise and have their opinions be heard. For human beings, the key for energizing today’s communities lies in the quality of our interactions and internal well-being — one conversation at a time.

Change culture — one conversation at a time.
We’re not just talking about any old conversation but a thoughtful, authentic interaction — not an automatic broadcast. The conversations that really have an impact are those that are a true heart to heart, where you discuss something that matters.
Consciousness means stepping out of the automatic and into the authentic conversations about what’s really going on. Press the “pause button” and truly engage in what you’re saying. Exercise choice when it comes to your interactions. All this is deceptively simple, yet it’s not easy to do. But every time you try to talk with people in a different way, it will make a difference. Imagine if every conversation was 1 percent more authentic. Just that tiny change can have an immense impact. Imagine how that could add up over a quarter…or a year.

Do people really feel empowered by it?
Feedback we have received from a client on why the “conscious conversations” work in practice identified how empowering it was for the individual. Unlike most corporate programs that tell people how to change, this way of transforming culture places the power squarely in the hands of the individual. Rather than waiting for others to step out first — for “them” to act — with powerful conversations, the decision and the action are for the individual to take.
Armed with a new view of self-responsibility, people can speak up and increase mutual understanding about what matters to them, what can be improved, changed or resolved. When this happens, connections are made.
In addition to empowerment, with conversations, you can keep learning, you can keep expanding your confidence, and you can come back again if it doesn’t go so well. It’s not a single change but a human learning curve that builds up. Like a muscle used, we get better at taking off the unhelpful masks we’ve learned to wear.
One thing we hear from people over and over is that when their leaders authentically enquire and listen to people as they express their fears, hopes, ideas and contributions, then they feel more encouraged and more valued. The magic is that the manager is more empowered with tough changes, as they connect with the heart of people’s fears and worries. Then people feel less alone through the turbulent times. It simply helps to know that others care, to hear you’re not alone, to be asked to express yourself, and to feel truly heard.

Where is our evidence of better results x10?
It might feel counterintuitive to spend time talking to achieve better business outcomes, but it does work. There is plenty of evidence out there. A client of Axialent, a big pharma company, conducted an independent assessment of their “changing culture, one conversation at a time” workshops by asking only 15 of the hundreds of managers who participated to assess the impact. They quantified a significant, and measurable, positive impact of over $100 million in the first 12 months.
Improved decision-making, better team communications and smoother interactions across organizational boundaries were all cited as causal factors.
Some years later, we still hear people say that the program is proving its stickability.

In a nutshell…
Changing culture, one (conscious) conversation at a time, makes business sense. It makes common sense.
You will get:

  • A better company culture. Results in minutes, not months. Real, doable, relevant change.
  • People who can take the change into their own hands. They craft it for themselves.