Repurposed Educator’s Post

‘A players’ aren’t always who you think they are. They aren’t always loud, vocal and opinionated (Some are) Actually those can to be the ones that can cause some disruption at some point and turn counter culture pretty quickly. They might only be an A player for a few months or be a faux A player. Often the A players are just hard working, knowledgable in their area and likeable. Clients and other employees like and respect them and their confidence is backed up by learnings. If they are aligned with your vision they can play a big part in defining your culture.

Company culture before and after)))))

During her time as an EOS Implementer, CJ DuBe' has seen her fair share of company culture. She began to see a particular type of company culture over and over, so often that she decided to name it: "Suck it Up Culture." The thing about "Suck it Up Culture" is that it just, well... sucks. Here's CJ DuBe', co-author of "People: Dare to Build an Intentional Culture," to dive deeper.

📣 PSA: stop rewarding assholes People pick up on what gets praised, so if the 'brilliant jerk' is the one getting all the recognition and career opportunities, don’t be surprised if others start acting that way, too. Culture isn’t just what we put in our mission statement or talk about in meetings - it’s built on the behaviors we recognize and reward every day. If we keep giving airtime to people who succeed at the expense of others, we’re actually saying, ‘This is the kind of behavior that matters here.’ It all boils down to culture - what kind of culture are you creating through the behaviors you're prioritizing?

We believe that it’s really important to come up with core values that you can commit to. And by commit, we mean that you’re willing to hire and fire based on them. If you’re willing to do that, then you’re well on your way to building a company culture that is in line with the brand you want to build.

Every organization has a culture, the key to create (or refresh) the meaningful components around that culture. Learn how to know when the components of culture need to be created or refreshed, how to create those components of culture and important considerations when creating the components of culture! Register Now! https://lnkd.in/exEmYT49

Build these 3 skills to build a powerful group culture that drives the top and bottom lines: 1. Psychological Safety to Generate Bonding and Sense of Belonging. 2. Shared Vulnerability to Mutual Risks to Build Trust. 3. Shared Purpose to Rally Around Shared Goals and Values. Credit: The Culture Code - The Secrets of Highly Successful Groups. Daniel Coyle.

For all of you that know me, Pat is one of my human "North Stars". He translates the complex into the simple, and takes the abstract and makes it practical for organizations of all size. And most importantly, he cares about people. I've been reflecting a lot on values. Arguably, they may be the MOST important decision a company has to make—what beliefs will we live by?! Values are NOT just words on the walls of an office building. Values show up in the actions from the executive team on down. Values are the beliefs that are used when intentionally designing a high-performance culture. Values show up when highlighting an individual's performance in daily staff meetings, town halls and promotion emails by leaders. Values show up each and every day in action. Pat's 20 minute discussion here is worth a listen, and Patrick Lencioni—thank you again for adding to my recent milestone birthday video!! It meant a lot.

A company’s culture is everything.