Feeling Stuck? Is Culture the Culprit?

Heather here!

How are you? Sorry I missed you last week. I usually write my emails on Thursday, ready to send to you first thing Friday...confession, last Thursday was my birthday and I got caught up in celebrations! Hey, cake and champagne - what's not to like?

So, this week, another year older and wiser, I'm all set to continue exploring how The 4Cs for Results Framework gives you the levers you need to move from stuck to unstuck. You see, if you're stuck right now, it will come down to one of four things: your Competence, your Confidence, your Communication or the Culture in your organisation.

This week, I want to explore Culture. Although, to be honest, it's impossible to do this without also bringing in Communication, because, ultimately, the way people communicate creates culture.

Communication Creates Culture

Most people talk about culture as if it has come into existence all on its own. Big news: it hasn't.

Culture in your organisation has come into existence because of the way that people have communicated over the years, and how they continue to communicate today. If people are stuck because of the wrong culture and you want to change this, you'll need to begin by changing communication.

Now, I'm often challenged on this. People will say culture's way more than communication. It's processes, policies, systems, buildings, rewards, hierarchy. But I ask you - how did all of these things come into being? And what keeps them in place?

They came into existence through conversations that led to decisions that led to actions that led to the processes, policies, systems, buildings, rewards, hierarchy.

They're kept in place because of the conversations that take place or don't take place. Because of the questions that are or aren't asked. Because of feedback that is or isn't given. Because of who can speak to whom about what, and which lines must never be crossed.

High Performance or Toxic Culture?

When people communicate well, you will get a culture of motivation, respect, performance...When they don't you'll get an unhealthy culture, maybe even a toxic one. And, guess what, a culture of motivation, respect and performance tends to mean that people don't feel stuck. But an unhealthy culture, or a toxic one, is full of stuck people.

Two Quick Examples

1. Construction Company Transformation: The new CEO of a large construction organisation recognised the need to change the culture. People were unwilling to challenge, there was far too much blame and mistakes were covered up. The result? You've guessed it - lots of things were stuck. What was the primary change this CEO made which, over time, led to a positive, high performance culture? He responded calmly and constructively, whether senior leaders took him good news or bad news. The result? Leaders shared their problems rather than working in silos, discussed solutions rather than sought to blame, and introduced new ideas rather than covering up mistakes.
2. Energy Company Accountability: With plans for significant growth, the CEO in an energy company wanted to create more accountability across the organisation, beginning at Director level. It wasn't a poor culture by any means but decisions tended to get stuck as they were passed up the hierarchy rather than being made at the right level. It was just too slow to get things done as a result. He wanted to change to a more proactive culture. How did he instigate the change? He began by explaining that there were certain decisions he would pass back to his Directors, and why he needed them to take these decisions themselves. He agreed with each Director clear boundaries about which decisions should be passed to him and which should not.

It Doesn't Happen Overnight

There wasn't overnight change in culture in either organisation - it took consistently different conversations over several months to really get things unstuck. But, the key here, is that moving from a culture that means people and things get stuck to one where people and things move and progress with ease, begins with communication.

Communication is Underpinned by Confidence

And, with that, we arrive at the fourth C that we have not yet explored - Confidence. Communication that creates a great culture starts with solid confidence. I'll share more next week.

Until then, if you're stuck right now and aren't sure what to do next, email or call me to arrange a no obligation consultation where we'll create your pathway to becoming unstuck again.

And, as always, observe yourself and others with interest and learning, not with criticism and judgement.