by Matt Monge
Let’s assume fora minute that you’vebeen putting some of the foundational, building-block things in place tofoster and supporthealthy culture(things likeclarifying the values,making sure teammates understand them,aligning recruiting and hiring strategieswith them, etc). You could almost kind of think of these things as a framework.You’re trying to create the conditions within which healthy culture is more likely to happen.
But meaningfulchangeisn’t just a mechanical thing that happens if we publish values and align our “stuff” around them. Those things help set the stage, but we have to find ways to help ourpeoplealign around them.
And while I don’t think many of us would deny the need for thatsort of stuff,and while it appears that in many organizations most managers and execs will nod and smilewhen asked if they’d prefer a great workplace environment; it’s important that we understand that just having the framework in place won’t automatically produce the things we all want to see in our respective organizations.
We can talk all we want about having anengagedworkplace(or being more efficient, or having better training, or whatever), and we can evenreally wantan engaged workplace (or those other things); but until we—meaning you, me, and every other manager or leader—start doing things as individual leaders to create that environment with our teams, it’s not going to happen across the organization.
