Listened to another great podcast this week by EntreLeadership with Jack Welch, former CEO of GE and the vice president of basketball operations for the L.A. Clippers, Kevin Eastman. They both spoke about creating culture. Here are some of the takeaways:
Jack Welch
- Make sure your employees have purpose. Give them the why of the organization.
- Create a growth atmosphere.
- Concentrate-do not dilute. Do not focus on too many things. Become a master of a few things not good at many.
- Leaders must be transparent. Don't have an environment of secrecy. This will help when your organization has to face adversity. Transparency leads to truth and trust.
- Truth and trust leadership is a mentality and methodology. Create this atmosphere in your group and as a whole organization. Trust will get you answers quickly. Trust is a muscle-it will get stronger in time.
Kevin Eastman
Building an organization is a delicate balance of culture and people. If you have the right culture and the wrong people, this will kill the organization. On the other hand, if you have the right people and the wrong culture this one still has a chance because the right type of people will try and do what they can to keep trying to change the culture.
Culture should be seen, heard, and felt. One way it can be seen is just by looking at the physical environment. As you walk around the office space and you see that it is clean then you know that the details matter to that organization. Also, when you are strolling around pay attention to the sounds you hear. If you hear please and thank you then you know is a place of respect. If you hear laughter then you know it is a healthy environment.
3 Things Critical to any Organization:
Culture
People
Belief
The 4 C's of the Clipper's Culture:
Character
Class
Committed
Communication
3 Groups of People in Every Organization:
Bought-ins: have complete buy in of vision
Give-ins: have not bought in but will do their jobs because supposed to
Not-ins: will never believe in vision
He stresses the importance of spending time on the "give-ins" group. Leadership must work to get rid of the "not-ins" group. Once you can eliminate the "not-ins" and some of the "give-ins" then the "bought-ins" will thrive along with your culture.
Leaders must understand that people will follow you based on their eyes and ears. People are looking at leaders to see if your actions match your words and that your words match your actions.
To help deal with the fear of failure make sure and not just focus on what the consequences are if you fail but also give the same value to the consequences if you succeed.
"Leadership is a position of power and responsibility. On the way up it is all about you but when you get to be the leader it is all about them."
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