There is no doubt that organizations thrive because of a positive company culture.
There are likely more organizations that stifle culture through the use of all the right words without any meaningful action.
Here are some ways to tell the difference:
Platitudes
We have all heard those expressions that are commonly used - many written in ''How to be An Effective Leader''-type books, or maybe even taught in leadership courses. They mean nothing without follow-through.
Examples include:
Expressions like ''my door is always open” without an active invitation to engage.
Comments like ''I value your input'' without questions or an opportunity to provide feedback.
When those comments are made before an audience, delivered with a polished smile and no real follow-up, you can assume insincerity.
When organizations truly are behind positive culture and employee engagement, there are active programs in place for engaging with leaders, providing input and follow-up that lets employees know they have been heard.
Selective Listening
When leaders ask to hear what you have to say but then cherry-pick and only move forward with the ideas that already align with what the company is doing or their own agendas, you know it is a case of selective hearing.
These leaders will grab onto ideas that won’t change the status quo, challenge their authority, or upset the boat. They may assume you receive a sense of being heard, while it also gives them points that align with their own comfort level.
Real listening can involve hard conversations, a thoughtful look at what is being done, and whether there are actions to consider that may make people slightly uncomfortable.
Organizations that truly value what their people have to say have structured mechanisms for feedback and provide public follow-up so people know they have been heard.
Closed Doors in a values culture?
When conversations do not take place in an open forum, one has to question how insincere the motives for feedback are. An invitation to meet with a leader to share ideas, or a meeting you have requested that is preceded by a ‘close the door and sit down’ may be a sign that leadership is not open to listening. A closed door makes it all too easy to pretend something was never discussed or to hide whatever is being shared.
Real change comes from hearing ideas openly through a town hall, upward feedback session, or team meeting. People are invited to speak, others know they are free to weigh in, and a real conversation takes place. Organizations that care about feedback and that are open to dialogue, do so in public ways that allow anyone interested to be part of the conversation, part of the solution.
If you question whether your organization is committed to culture, consider:
Do I hear the right words but see no action?
Do I feel that leaders are hearing everything I am saying?
Am I allowed to share thoughts only behind a closed door?
Your responses to these will tell you whether you are part of an organization that truly values culture, or simply one that is simply playing a part.
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