The leadership of a great organization has an obligation to make a special kind of commitment to its employees, a commitment that they can always feel safe in asking for help when they need it, and always feel comfortable enough in their work environment to know they will never be penalized for asking for help. It is obvious  that that wasn’t happening here… and that, right now American is not living up to that commitment. As a result, its customers and its employees are suffering.
Here’s a prediction: Whether or not there is a recession, your organization will thrive over the next few years … if you as the leader recession-proof your team by making and keeping your own personal commitment to the right values.
I believe most leaders know what’s right. They know they have an inner voice that consistently points them in the right direction. They just don’t always listen to that voice.
Why do we tune out that inner voice? Why do other considerations sway us? Quite frankly, when things aren’t right, I find it’s because we’re focused on money first, and people second — or not at all.
I run into a lot of leaders who mislead themselves — without realizing that’s what’s happening. Here’s how they do it. They say things, like “My people aren’t creative – we need to get a creativity expert in here to talk to them.” Or: “My people aren’t great problem solvers – they need to get better at problem-solving. Go find me a program that will help them improve their problem-solving.”
Here’s the disconnect. Nine times out of ten, the problem is not with the team. The problem is with the leader!
Second only to its people, the culture is the most important asset an organization has. The values are determined by the leader which shapes the culture and environment that produces a successful positive climate to work. Whatever the leader tolerates in the culture will become the norm.
Organizational values teach, “how we do things here.” Organizational values teach the boundaries of an organization. Organizational values provide the guardrails that you must stay within.
It appears that Google has a handle on defining, teaching and living the values. As a matter of fact Google is well known for their values and the impact the values have on creating their unique culture.
When you design your culture with purpose, on purpose and for a purpose you end up with a high performance culture where people want to be accountable. Discover how to do this.