Hello SOTGC community,
Do you have one of those slow-down summers at work or do you get to stay on a constant hum?
Typically, I get a little down-time for curriculum and content development but it stays constant otherwise. My company often has part-time and contract workers so we also have a constant mix of personalities, which is heaven for this extrovert. We have implemented a few ways to maintain and improve our office culture even given the constantly changing office personalities. There is also a critical ingredient we have implemented that perhaps you might resonate with as well. I hope these might be helpful for you.
5 Keys to Improve the Office Culture
- Know your co-workers and let them know you—knowing one another is for the purpose of caring involvement, and it involves practicing appropriate vulnerability.
- Share appreciation regularly—appreciation can be as small as a note on a Post-It to spending time together. Dr. Paul White suggests the Top Ten Easiest Ways to Express Appreciation to Almost Anyone.
- Offer help when you can and mean it—I know I’m guilty of the morning email that says: “Hi Becky. I’ve got a slow afternoon, let me know if there is anything I can help you with later.” But I forget to check up. When offering help, be specific on how much time you have available and then, well, follow up.
- Laugh together, but not at someone’s expense—there’s a reason why the office that laughs together works well together. But it’s laughter that is honorable, respectful. and culturally competent.
- Build trust—developing a culture of trust is critical. I believe it is part of the key “C’s” when looking for a good hire. The “C” of Character includes demonstrated trustworthiness. A culture characterized by trust attracts healthy people. “Trusting is risky. Refusing to trust is riskier,” says Andy Stanley, speaker and leader developer (www.andystanley.com).
Trust is that key ingredient. Trust fuels productivity. According to Stanley, the message of trust is this: I think you are smart enough to know what to do, and if you make a mistake, you will tell me to fix it. Trust also believes the best, it feels 100% relational and 90% emotional. When you choose to develop trust, you must choose to confront fairly and quickly as well. This is not just for leaders, this is a full systemic experience.
This really goes beyond teamwork. This takes into consideration the various styles of a leader and the deeper calling to build actual community that is on the same mission together, not just a team when possible. A team gathers around a task, and then disbands when the task is complete. A community gathers around people and is committed for the purpose of transformation, which comes out of really knowing each other and building each other while also completing tasks. The essence of such community is trust in each other.
Some questions to reflect on and then act from:
- How closely does your culture feel like this?
- Are there people in your organization you have a hard time trusting?
- Is this your issue or theirs? (If you have never chosen to trust, it is still your issue.)
- What does your culture typically look like? If this represents your culture, how can you help someone else make this reality?
- How can you take steps in one of these areas this week?
Hugs to each of ya’ll.
Liz Lawrence, MA, LPC-S is counselor, coach, and creative who is passionate about people. Connect with her at www.lizlawrencelpc.com
Go now to www.21daybraindetox.com and in 21 days you will have a toxic-free mind. Don’t let another day go by with the same old tapes playing and hindering you.
Having a toxic-free mind will propel you to a stronger platform for each area of your life. Imagine having clear thinking without fear, perfectionism, anxiety, stress, anger or other things hindering you. When you apply the fullness of the Rhythm tool you are intentionally addressing yourself as a whole person. Whole people can initiate big changes!
Hugs to each of ya’ll.