Company culture

I will boldly say I never cared much for it, not as an employee or managerial role.

First, it is a nebulous concept: "shared values, goals, attitudes and practices that characterize an organization."

Values

All positive values are acceptable. It doesn't matter which one. Creativity, empathy, integrity... Name them, and I'm okay with most of them.

Why focus on 3 to 5 values? Does that make sense? Diversity is needed to build good teams.

Attitudes

Different attitudes manifest differently if you feel happy, accomplished, angry, upset, ...Attitudes you show are dependent on your mental state.

Practices

It can affect what values will come to the forefront of people and the attitude they exhibit. It is a like a gardener. With good gardening practices you enable the right plants to grow. You don't have direct influences rather indirect.

What practices do I think are important as a leader?

?? Goal settings. This can set clear expectations for your team/people. Please make sure they are measurable and attainable. Life goals are more important, of course. But these look at this. If you bind these goal settings with rewards, that would help people obtain their life goals. You are doubling up. People want to start a family, put down a deposit for a house, safe for retirement.

?? Redesign work. People are often stuck in flawed processes or team structures. People had bottlenecks or even processes that created more work than needed. Fix this!

?? Provide recognition. I used to have problems with this. My performance, I see like a Tetris game. I see all the holes need to be filled, and once a line is complete, it disappears from the screen, and you only see the spots. It carried over when leading teams/people. I stopped doing that. I will not only praise people on the performance review.

??♂? Remove obstacles. One of my main jobs is as a manager. How much you empower people, they can't always remove all the hurdles that prevent them from doing their work. If obstacles make people feel fulfilled at work, help them remove them. I promoted people with a chance to return to their old roles if it didn't work. I have let people change to complete new roles even if they were pivotal in their current positions. Conflicts are obstacles and resolving them is essential too. Providing them access to the correct information or guiding them through complex situations are all things we can help people.

If you do these things, people will feel more motivated, and you will build a healthy organization with the correct values and attitudes. I show this with my behavior, and the values shown can differ depending on the need.