Culture – Without you I’m Nothing
If you are, like the majority of my clients the leader of your business, no matter how much you value the people around you, you can often feel that you stand alone. You have to deal with so much – but here I want to talk about what you bring rather than what you face.
Company Culture = Water Cooler
So much has been spoken about company culture especially in the wake of the Covid Pandemic… The fear of losing it, the fear of being unable to maintain its strength due to hybrid working patterns, the loss of the camaraderie, the isolation of working alone or in small groups.
The fact is that pre-pandemic a lot of companies in a lot of industries didn’t give two figs about company culture – or rather they didn’t legislate for it. Company culture was something that just happened –water cooler moments, Friday night drinks, works outings, Xmas party and so on…all these things have always been an important part of company life but they are not culture per se. They are expressions of culture.
Building a Strong Company Culture
A strong company culture comes not just from table football and hammocks in the breakout areas, although both are wonderful, but from shared experience under the guidance of a management who are clear on what everyone is working towards.
This leads to a strong connection between the workforce and a loyalty that means that people feel part of the company not an employee of it. That makes the table football more fun and the hammocks comfier because they are not a tick in the box exercise.
They are a manifestation of how much everyone regards each other as partners in a shared mission
The Creative Industry’s Approach to Company Culture
One industry sector where that that has always been the case is the creative sector. In an area where it is not enough to be efficient, intelligent and driven. One must draw on softer skills such as inspiration, lateral thinking, and very close collaboration. It’s a must to give people a reason to care. When you throw in aggressive deadlineand high pressure pitching you’ve got a heady brew that can quite easily go toxic if not managed from the very top of the business.
The concept of a chief morale Officer is now commonplace in bigger corporates as those companies realise that in order to keep workforces aligned while they are no longer working in the same location all the time they will have to work to keep their people stitched together as to their purpose under the guidance of management.
In our industry it was ever so …I have fantastic memories of visiting fellow agencies to
experience the ways they created cultures that nurtured their employees.
This was a time of excess when creative advertising and powerful promotion were king and so we saw boardrooms turned into beaches….mini-Olympics in Golden Square….book readings by A list celebs…so much fun and all looked after by the Chief Morale Officer who was as likely to be taking part in the 25m hurdles as to be sat behind their desk with a spreadsheet.
You Control Your Company Culture
You are in control of your culture, you are not hostage to it. The generousness of your spirit, your attitude to the people you work with, the understanding of how best to help people enjoy their work, not just be good at it, is the single most important way you
can foster a strong connection between your people as you grow that will give your company a strong, connected culture that exists outside of your influence but certainly does exist as a result of your gentle guidance.
Building a positive company culture is an ongoing process, not a one-time event. It requires consistent effort, attention, and adaptation as your team and business evolve. But by staying true to your values, leading with empathy and vulnerability, and empowering your team to co-create your culture, you can build a company that people are proud to be a part of.
Here are some things to think about….
Who are we, really?
Take some time to reflect on what really matters to you as a leader.
What values do you want to embody and exemplify for your team? What’s
your vision for the kind of company you want to build? Write these down
and share them with your team in a way that feels authentic and
meaningful to you.
Do as I do
If you want your team to embrace certain values or behaviours, you need
to model them yourself. Be mindful of how you show up each day and how
your choices and communication style impact your team.
Speak to me!
Culture is inspired, not imposed from the top down. Make sure you’re
creating regular opportunities for your team to share their thoughts,
ideas, and concerns.
Celebrate good times (and bad)
Take time to acknowledge and celebrate your team’s successes, both big
and small. This helps build a sense of pride and purpose. At the same
time, don’t shy away from discussing failures and challenges..
You’re only as strong as each other
Show your team that you’re invested in their professional and personal
development. Offer opportunities for learning and skill-building,
whether through formal training programs, mentorship, or stretch
assignments. When your team feels supported and challenged to grow,
they’re more likely to feel engaged and committed to your company.
Do they really see me like that?
Take some time to reflect on your own leadership style and how it might be
impacting your team’s culture. You could ask trusted colleagues or
mentors for feedback, or take a leadership assessment to identify your
strengths and areas for growth. Consider working with a coach or joining
a peer support group to help you develop your leadership skills and
self-awareness.
How can I help?
If you’re interested in building a strong positive company culture, I’d love to chat with you.
Why not take advantage of a free introductory session where we can discuss your unique challenges and goals, and explore how I might be able to support you in creating a culture that brings out the best in your team.