The dirty secret about corporate culture

The dirty secret about corporate cultureThe dirty secret about corporate cultureSo, first of all what really is corporate culture?It is clearly a buzzword and in athletic and corporate we know it is important but what is it really?Well, Im glad you asked.??Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreCorporate culture regardless of how overcomplicated some people may want to make it is simple to understand. Culture is the behaviors that are allowed and repeated in your organization.But the dirty secret about culture is that You dont build itCulture isnt a pile of bricks it is the behaviors of a group of people.And as a gruppework speaker and author, one of the key ideas that shapes my interactive programs is thisCulture is behaviors and behaviors are the result of beliefs and beliefs are influenced by awareness and awareness is driven by experienceTruly impactful teambuilding events a nd keynotes are full of stories and activities because it is those experiences that ultimately become memorable moments and impact your team behaviors.And behaviors are the stuff that become your culture.But, again, you dont build culture. You can only influence it.And you influence it by giving your people new experiences (words and deeds) that change their awareness of the ripples their perceptions and conduct have on team wertzuwachsSo as a teamwork speaker, I tell people that whether as a coach or as a winning teammate there are two ways to change the culture in your companyWhat you do and what you say.1. What you doThe example you setAccording to Albert Schweitzer, The three most important ways to lead people are by example by example by example.What you do has immeasurable ripples of impact and people are always watching. And when you do something, you give unspoken permission and encouragement for others to emulate that behavior. Are you being positive if you ask your team to do that in adversity?Do you pick up trash off the floor and thank people for what they do to help your organization?People dont hear what you say they copy what you do.The expectations you consequenceExpectations are important you need to be clear about what you want your team to do and how you want it done. But if you do not measure or inspect those expectations and consequence them with rewards (or correction), then your team will not respond to your future demands the way you might prefer.Be intentional about praising the positives when people meet and exceed expectations and give tremendous effort but also be sure to have an accountability conversation when they fall short of those expectations that sets the standard for them, and for others who binnensee the example you set for performance.2. What you sayThe stories you tellStories are experiences that we enjoy vicariously.So want to emphasize the importance of blocking out? Tell a story about when somebody didnt, and the negative outcome it created or tell about when someone did and the positive result they created. Stories are examples of values in action.The questions you askThe best leaders dont tell. They ASSC Always stay sincerely curious.Seek to know more about your team and their perceptions and understanding and ideas. One of the most powerful questions a coach or manager can ask their team is, What do you think?Instead of telling, be curious and check for understanding. Ask if they know why they are supposed to do something that you are teaching. Asking engages peopleIf you are serious about improving your team culture, the dirty secret is that you have the power of influence and your words and actions (the things your team experience) will affect their beliefs and behaviors.To ensure that your people are Winning Teammates, you may want to be more intentional about creating those experiences by scheduling a book to read and discuss or a team building event that would emphasize th e accountability and communication that would lead to a successful team culture.And for handouts and activities to use on your own, check out my free collection of over 50 resources in my team building toolbox.Sean Glaze is an author, engaging speaker, and fun team building facilitator who inspires groups to have fun laughing together so they can have more success working together. His three books, The Unexpected Leader, Rapid Teamwork, and The 10 Commandments of Winning Teammates are powerful parables for building and leading great teamsYou might also enjoyNew neuroscience reveals 4 rituals that will make you happyStrangers know your social class in the first seven words you say, study finds10 lessons from Benjamin Franklins daily schedule that will double your productivityThe worst mistakes you can make in an interview, according to 12 CEOs10 habits of mentally strong people

Watch Out for These 11 Scam Keywords in Your Job Search

Watch Out for These 11 Scam Keywords in Yur Job SearchWatch Out for These 11 Scam Keywords in Your Job Search1Youve decided that you need mora flexibility in your job. Maybe you have a neighbor that works from her home office and its opened your eyes to some new possibilities. There are a lot of legitimate telecommuting jobs out there, but there are even more scams. To stay safe and find the real deal jobs, be sure to watch out for scam keywords in your job search efforts.Job scams- especially those related to work-from-home jobs- are frighteningly common. Its one of the main reasons that exists. While our researchers on the teamuse the Internet to search for professional-level opportunities, they are educated in job scams and how to spot them.Its estimated that they weed through 50-60 jobs for every legitimate job posted.Work-from-home searches are among the riskiest keyword searches out there. The risks range from paying out more money than you can actually make to inadvertently downloading a virus that leaves your computer vulnerable to identity theft. Sometimes, no action is required for your computer to be infected. There are sites that put a bentzer at risk simply by visiting the home page.Beware of these 11 scam keywords in your job searchFree work from homeWork from home for freeWork from home freeWork from home ideasFree work from home jobsLegit work from homeWork from home opportunitiesOnline jobs work from homeWork from home jobsWork from home online jobsWork from home momsYes, even work from home jobs is considered a scam phrase to watch out for. The FBI listed it as a scam phrase way back in 2010 because so many scammers use it in their bogus job postings.The above list of keywords may give you legitimate findings that are not inherently dangerous. The sites that appear in your results are what you have to be careful with. Be sure to stay current on new job scams and how to avoid them. The good news is that there are over 20,000 telecommuting, pa rt-time, and flexible jobs on our site to choose from. We are always happy to do the dirty work for youReaders, have you ever been the victim of a job scam related to one of these scam keywords? Share your story in the comments section below.

Why Positive Employee Recognition Is So Important

Why Positive Employee Recognition Is So ImportantWhy Positive Employee Recognition Is So ImportantProvide employee recognition to say thank you and you will encourage a positive, productive, and innovative organizational climate. Employees appreciate heartfelt, sincere, specific recognition from their managers, senior managers, and coworkers. It makes them feel good and feel appreciated which lead to better results for your business. People who feel appreciated end up experiencing more self-worth and their ability to contribute to the company. The result is a happier and more productive employee.Although these beliefs about employee recognition are commonly held by employers, why is it that employee recognition is so closely guarded in many organizations? Why Is Employee Recognition Scarce? Employee recognition is scarce because of a combination of several factors. People dont know how to provide employee recognition effectively, so they end up having bad experiences. They also a ssume that one size fits all when they provide employee recognition. Additionally, employers think too narrowly about what people will find rewarding and what constitutestrue recognition. Guidelines for Effective Employee Recognition Here are some guidelines and ideas to help you effectively provide employee recognition and avoid potential problems when you undertake acknowledging your staff. Decide what you want to achieve through your employee recognition efforts. Many organizations use a scatter approach to employee recognition. They implement a whole bunch of employee recognition and hope that some of it sticks. Or, conversely, they recognize just a few employees, and not very often. Instead, create goals and action plans for employee recognition. Recognize the actions, behaviors, approaches, and accomplishments that you know will make your organization more productive and efficient. Fairness, clarity, and consistency are important in employee recognition. People need to lan dsee that each person who makes the same or a similar contribution has an equal likelihood of receiving recognition for their efforts. Enkoranvers that your organization establishes criteria for what makes a person eligible for the employee recognition. For example, if people are recognized for exceeding a production or sales expectation, everyone who goes over the goal shares in the glory. Recognizing only the highest performer will demoralize all of your other contributors. Make sure the criteria for employee recognition is clearly stated and understood by everyone. Set guidelines so leaders acknowledge equivalent and similar contributions. For example, each employee who stays after work to contribute ideas in a departmental improvement brainstorming session gets to have lunch with the department head. Or, recognize each employee who contributes to a customer, even the employee who just answered the phone- their actions set the sale in motion. Approaches and content must also be i nconsistent.You want to offer employee recognition that is consistently fair, but you also want to make sure that your employee recognition efforts do not become expectations or entitlements. For example, if employees are invited to lunch with the boss every time they work overtime, the lunch becomes an expectation or entitlement. It is no longer a reward. Additionally, if a person does not receive the expected reward, it becomes a source of dissatisfaction and negatively impacts the persons attitude about work. Be specific about why the individual is receiving the recognition. The purpose of feedback is to reinforce what youd like to see the employee do more of- the purpose of employee recognition is the same. In fact, employee recognition is one of the most powerful forms of feedback that you can provide. For example, say something like, the report had a significant impact on the committees decision. You did an excellent job of highlighting the key points and information we needed before making the final decision. Because of your work, well be able to cut 6 percent of our operating budget. Offer recognition as close to the event as possible. When a person performs positively, provide recognition immediately. Because its likely the employee is already feeling good about his or her performance your timely recognition of the employee will enhance the positive feelings. This, in turn, positively affects the employees confidence in their ability to perform well in their position. Remember that employee recognition is personal. One person may enjoy public recognition at a staff meeting while another prefers a private note in their personnel file. The best way to determine what an employee finds rewarding is to ask your employees.