Changing your culture is very rewarding work.
Rewarding, absolutely. But also work, in the best possible way. Vidl Work’s approach to helping organizations manage energy, prioritize connection, and choose courage begins with defining the pathway for getting there:
HOW TO CHANGE YOUR WORKPLACE CULTURE
In the above video, you can see that changing your culture requires changing group norms. Changing group norms requires changing individual behaviors. And changing individual behaviors means people must update their Inner Operating Systems (IOS).
When a group of people update their Inner Operating Systems, even just a little, they feel better, relate more productively with each other, and become better able to address the system issues present in the organization.
COMPLETE CULTURE JOURNEY VIDEO SERIES
To learn more about culture transformation in the workplace, below is complete access to our CultureJourney video series.
"ME WORK" AND "WE WORK": THE KEYS TO CULTURE CHANGE
The work of changing an Inner Operating Systems so we can related with each other better is called doing our Me Work and We Work. Both are essential to culture transformation.
Me Work can take many forms, but its ultimate goal is to create an evolution in thinking, feeling, and decision-making that enables individuals to relate better with others and be better equipped to contribute to a thriving workplace culture.
We Work is the interpersonal learning and growth that happens between two or more people in connection with each other. We Work results in healthier, more resilient relationships and the ability to navigate system issues more effectively as a team.
Both Me Work and We Work ultimately foster skills of responsiveness, rather than kneejerk reactivity. Reacting without thinking, although it’s human nature, permeates and contaminates workplace culture and relationships.
Vidl Work will take your people, individually and as a team, through the process of doing their Me Work and We Work. With care, commitment, and our proven methodology, they’ll learn to stay open and curious, avoid reactivity, check their egos, relate with each other effectively, and ultimately contribute to their highest potential.
This work is crucial because, no matter what business result or KPI you aim to achieve, the most direct route to success lies in fostering healthy relationships among your team members. It’s through these healthy relationships that people in an organization learn, evolve, produce, and – importantly – solve system issues.
System issues are the inevitable challenges and obstacles that arise in every organization that cannot be solved by one person and that must be addressed collectively.
WHAT IS THE LEADER'S ROLE IN CULTURE CHANGE?
Due to the leader’s positional power on a team, that person is the cultural architect of their team. While culture is everyone’s business, leaders have an additional set of responsibilities and privileges around culture. Not only do they need to do their own “Me Work” of updating their Inner Operating System so they can better relate with others; they also must develop skills and practices that allow them to:
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Demonstrate and reward the characteristics and behaviors that support a thriving culture – and discourage the opposite
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Ensure their team is doing their “We Work” to keep interpersonal relationships as healthy as possible
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With the help of the team, address system issues that are undermining culture and performance
Vidl Work will teach your individuals, your teams, and your leadership how to set a culture shift in motion that builds on itself with every new skill learned, every milestone reached, every person transformed.