¿Qué hacer si tu organización carece de una cultura de trabajo positiva e inclusiva?

Listening not only hearing to your employees is the beginning for the correct assessment about your organization culture Your organization culture is the rules which identity how the employees tasks going to be achieved with the high standards and best availabile quality So listening to the employees will give you the needed correction to be taken about the organization culture

Virtual Reality is a place most people live - start there. Instead of doing something formal, offer team members the option to send messages to a group social media account. Review the social media comments, online reviews, and do a google search. Then - do face to face discussions. Common themes and issues will highlight themselves even faster allowing you to go deeper. Deeper = asking them how they would fix it if they were empowered to do so. Way deeper = asking them if they feel like they have to power to do any of the things they talked about.

Organisational culture takes time to evolve. While many can say that it starts at the top but I would say every employee is an equal contributor based on their own conduct and how they treat each other. Ownership to turn around a negative culture rests on everyone's shoulder. Practicing and preaching the right thing till it becomes a second nature to all is the only magic potion. Have the courage to practice candor and correct the wrongs whether actions or words.

Understanding aspects of the organisational culture that is working and not working is extremely important. Building an engagement survey that takes every parameter of an organization's culture into account is important and this can happen by having constructive conversations to garner the inputs from all the relevant stakeholders. Post getting the survey results, analysing the same and extracting the aspects that need to be worked upon is essential. Throughout this exercise a constant & consistent reassurance needs to be provided to the employees, that the necessary areas that need to be addressed will be done so. Empathy here is the key The engagement survey needs to be holistic so that the voice of employees at all levels are heard.

Assessing an organization's culture involves evaluating its values, norms, behaviors, and underlying assumptions. This can be done through various methods such as surveys, interviews, observation, and analyzing artifacts like company documents and communication styles. It's important to consider both formal and informal aspects of culture to get a comprehensive understanding.

Without vision, everything dies. End state, Goal, or my personal favorite - Targets are easy to grasp. Writing this down and sending it out is the absolute best way to ensure everyone has the opportunity to see it. AND, challenge it. When people point out flaws, it means they are trying to buy in. Let them fix things with your vision. It may clarify something for more people.

In an organization devoid of positivity and inclusivity, it's crucial to set a vision for change. Begin by fostering open communication channels, encouraging feedback, and valuing diverse perspectives. Implement training programs to promote empathy, understanding, and cultural competence. Recognize and celebrate achievements, fostering a sense of belonging for all team members. Lead by example, demonstrating respect, fairness, and transparency in all interactions. Uphold policies that prioritize diversity, equity, and inclusion. Together, let's cultivate a work environment where every voice is heard, valued, and empowered to thrive. This vision is the cornerstone of a vibrant, innovative, and harmonious workplace.

What did your data collection tell you? There are probably at least 3-5 themes that are pretty common threads from your research. Start small, address the little things first that require less resources, or that are easier fixes. This will demonstrate that you heard and the ball is rolling forward. Some themes may require a little more work, and you may want to see if the things that you discover align with your mission, vision, and goals. Maybe the reason those themes emerged is because there was a disconnect between the mission, vision, and goals. Do the work, make adjustments, and be creative in getting those themes aligned.

Vision is essential in any organizational change effort. However, as Beckhard and other OD pioneers articulated, it's also important to understand sources of dissatisfaction and the first steps the client team is willing to take.

This goes a long way in establishing community. Community is a building block of culture. In this way, you can consider the role of allies.

Keep your friends close and your enemies closer. I have found that most people are concerned more about themselves, more than anyone else. Find ways to help others. This will allow you to attract Allie’s through actions and results vice using words.

That culture that you felt from the beginning means that you are likely not the only one. You have probably had discussion with others within the organization that feel the same way, who are also interested in finding what can be done to create a more positive environment. The adage "birds of a feather flock together", really is just that. You are not in this alone, and you probably naturally gravitate to colleagues who feel the same way. Similarly, toxic people tend to gravitate to toxic people. Working together to change or influence culture is more powerful than trying to go it alone.

Leadership plays a crucial role in shaping organizational culture. Leaders should exemplify inclusive behaviors, champion diversity initiatives, and demonstrate a genuine commitment to creating a positive work environment for all employees. Encourage leaders to lead by example, acknowledge efforts in their decision-making processes, and hold themselves accountable for fostering a culture of respect, belonging, and equity within the organization.

I’ve observed over the years that there are often a key contributing factors to the reason an organization doesn’t have a positive and inclusive work culture. You’re right that you need to partner up with others in the organization who are passionate about the work they do and engage them in being ambassadors, mentors and change agents. You can’t do it alone and it’s certainly not an overnight adaptation. Identify the sources that creative negativity, is it workload, poor management, lack of autonomy, etc.? I’ve had employees in the past write what their most ideal jobs anyone scenarios would look like, then began addressing the situation from there. Armed with data points you can determine the best course of action moving forward.

The beatings will continue until morale improves. Easy things can turn into hard things quickly without effective communication. People don’t live in your head, explaining things in different ways helps get the message across the first time. Whenever I was working with other countries special forces, I would ensure I explained things 3 times. Never had an issue when I took that approach, things actually turned out better than expected. Then I employed this tactic with people whose first language was the same as mine — way better results. Don’t beat down your people, explain things holistically and morale + results will follow.

I always encourage leaders to BE the leader they wish they had! I have had to do that on numerous occasions. It is admittedly exhausting, but thankfully the cycle stops with you. So, BE a great leader, and let your example inspire others to change.

As previously mentioned, start with the small things, the easy wins. This is proof to people that you are listening, they are being heard, and you genuinely desire to make change. Change cannot happen without getting the people on board that are most impacted by the change. Communicate what you found through the collection of information, bring in others who feel equally passionate, bring in those that are influencers so that they can communicate the vision. When people are on board and "in the know" and understand the why, they are eager to be a part of the change. Don't forget to ask for feedback in the process of changing, no change occurs perfectly. This listening and adjusting along the way is what will help to make change a success.

Celebrate the diverse backgrounds, perspectives, and contributions of employees by recognizing their achievements, milestones, and cultural heritage. Organize events, initiatives, and activities that highlight diversity and promote cultural awareness within the organization. Create opportunities for employees to share their experiences, traditions, and values, fostering a sense of belonging and unity across different identities and backgrounds.

To create a more inclusive and positive workplace, start by regularly surveying your employees to gauge their satisfaction and perception of inclusivity. Analyze the feedback to identify areas that need improvement. Implement training programs to educate staff on diversity, equity, and inclusion, and encourage open communication channels for grievances and suggestions. Celebrate diversity through events and initiatives, and foster mentorship programs to support career growth for all employees. Continuously assess and adapt your strategies based on feedback. By committing to these proactive measures, you can transform your organization into a beacon of inclusivity and positivity.

The feedback loop of listening and adjusting is a form of measuring that must occur along the way. No change is perfect, if you do not constantly assess then you could be missing something that impacts the ability to move forward. Most importantly, how are people feeling? Are things improving and your initiative is proving to be effective? Or is the progress not as good as you expected and adjustments need to be made. Listening to what will bring clarity in the progress and success of the change initiative.

It can be really tough to swim upstream as a leader in a poor culture, but it is worth it. Please keep going! Don't succumb to the pressure to conform. Keep pressing on and keep being the solution you seek int he world.

All projects should include some capacity for feedback and renewal or termination. Think about results, repeats, references and referrals as you move through a project.

When in Rome. Remember, it wasn’t built in a day. Good things are worth the wait. Keep doing all that you can to foster the best actions that will bring forth results and trust in those who have proven themselves to continue. Setbacks and delays are part of the game, don’t stop making something amazing because it doesn’t happen overnight. Keep going.

To promote positivity and inclusivity, create a sense of belonging by embracing diversity and celebrating different backgrounds. Encourage sharing traditions to foster understanding. Ensure equal opportunities for growth and address biases in recruitment and promotion. Review and update inclusive policies regarding hiring, promotion, benefits, and work-life balance.

Cultivating a positive and inclusive work culture is paramount for organizational success in today's dynamic workplace landscape. If your organization lacks this vital aspect, taking proactive steps is crucial. Start by fostering open communication channels, actively listening to employee feedback, and implementing diversity training programs. Encourage collaboration and celebrate diverse perspectives. Lead by example, promoting fairness and equity in all interactions. Empower employees to champion inclusivity initiatives and create affinity groups. Remember, building a positive and inclusive culture takes time and commitment, but the rewards are immense – increased productivity, employee satisfaction, and innovation.

Changing the culture in an organisation is no small task, in fact it's positively Herculean and it is nigh on impossible to do it alone. Pick your battles wisely, engage others and build up a core who actively demonstrate the culture you want day-to-day then build up a critical mass so that others follow. The key is to reach a tipping point at which the really negative culture people face a choice of leaving or changing their own behaviours

Organization culture can't be changed in a day. But you ensure that you do your bit in your span to have a positive and inclusive culture. That's where you can begin and start creating an impact ✨️