If you have positional power and want to know if #CultureChange is happening, don't ask peers. You have to ask the least powerful people in the team. 1/5
And don't ask them yourself. In teams with poor culture, team members have learnt to tell leaders what they want to hear.
So the teams with poor cultures are, paradoxically, the ones where leaders will be told that they have a good culture. A great culture. The BEST. 2/5
So the teams with poor cultures are, paradoxically, the ones where leaders will be told that they have a good culture. A great culture. The BEST. 2/5
So as a leader, what can you do?
I find a trusted go-between.Their role is critical. They must be trusted by the least powerful team members, but crucially, they must be *able to speak to you frankly, no matter how ugly the responses, without risking their own job*. 3/5
I find a trusted go-between.Their role is critical. They must be trusted by the least powerful team members, but crucially, they must be *able to speak to you frankly, no matter how ugly the responses, without risking their own job*. 3/5
In my work setting, it's student coordinators, booking clerks, nurses, allied health staff. I really listen when they tell me- Dr X is being mistreated. Or Student Y needs support. Sometimes I send them on special missions. How is that new change project *really* going down? 4/5
As leaders, there's no point instituting #CultureChange and congratulating ourselves when *we* think it's working. Culture is the way we do things around here, and the true barometer of change is those who are the least insulated from it.
Find. A. Way. To. Ask. Them. 🙏
5/5
Find. A. Way. To. Ask. Them. 🙏
5/5
