May 232019
 

The CEO of a startup company struggled to make sweeping culture changes in his fledgling organization.  His leadership team had been recruited from other organizations, most of which had cultures counter to his vision. They were largely hierarchical in structure and exhibited strong prejudices based on age, sex, religion, and ethnic origin.

He envisioned a company where servant leadership was the rule, not the exception.  Individuals would be treated, not based on their production ability, but according to their intrinsic value as human beings. The elderly would be valued for their experience and wisdom, the young for their energy and pure hearts.

One day, while meeting with a large group at a local cultural landmark, two small children were brought to him by a mother hoping for a job in this new company. His leadership team, impatient with the boisterous children, were embarrassed when their CEO bent down and lifted them up, instantly engaging them in conversation. Two of them moved to take the children away so that more important conversations could occur.

But Jesus was irate and let them know it:
“Don’t push these children away. Don’t ever get between them and me.
These children are at the very center of life in the kingdom.”
-Mark 10:14 (The Message version).

Does your company talk about culture? Is there content on the intranet site that promotes values and principles that define the culture? Do you see actions, words, decisions made every day that provide evidence of the company’s culture?  Some define culture as “the way we do things around here”. If you are a leader, how would your front-line team members describe the culture you define, not by what you post or email, but by your actions, words, and decisions?

In my opinion, the part of your culture that determines interactions with people is one of the most important. Would you say that those interactions often exhibit autocratic behavior and inflexibility? Do they show evidence of viewing a team member as a commodity that can and will be replaced on a whim? Or do those interactions show collaborative efforts designed to benefit all. Do they judge actions based on intent and principle, and viewing team members as valuable and precious human beings? Are those team members worth the effort to be redemptive when things go wrong rather than punitive? Is it your desire to support them in doing their best every day?

Lots of questions, I know. However, the answers to these questions have much to do with the long term success of your company or department and the excellence with which it serves the community.  Whether it’s a frightened phlebotomist two weeks out of school or a struggling supervisor that needs some encouragement and redirection, the culture you display will determine, not only their immediate performance, but also their long-term retention as team members. Choose wisely!

 

Sep 112013
 

Do you recognize the Shema? No, it is not a golden-garbed wise one from the mountains of Nepal. No, it is not the skin some people use to wipe down cars after washing. That’s a chamois.

The Shema is the most important prayer in the Jewish faith. It is used daily as an expression of faith and devotion. It is probably one of the first learned by Jewish children. It speaks of priority, what’s most important. It goes like this-

Hear, O Israel: The Lord our God, the Lord is one. Love the Lord your God with all your heartand with all your soul and with all your strength. These commandments that I give you today are to be on your hearts. Impress them on your children. Talk about them when you sit at home and when you walk along the road, when you lie down and when you get up. Tie them as symbols on your hands and bind them on your foreheads. Write them on the doorframes of your houses and on your gates. Deuteronomy 6:4-9. NIV

Jesus quoted the Shema in answer to a trick question from religious leaders of the day. A question about values.

One of their religion scholars spoke for them, posing a question they hoped would show him up: “Teacher, which command in God’s Law is the most important?”

 Jesus said, “‘Love the Lord your God with all your passion and prayer and intelligence.’ This is the most important, the first on any list. But there is a second to set alongside it: ‘Love others as well as you love yourself.’ These two commands are pegs; everything in God’s Law and the Prophets hangs from them.” Matthew 22:35-40 The Message

I have a book entitled Get Everyone in Your Boat Rowing in the Same Direction. It states that a key leadership function is deciding “What’s important around here” and communicating that. Deciding what’s important around here is a critical function for our CEO. She can’t delegate it. However, as a leader here, I am bound to join her in communicating “what’s important around here”. There is no way I can avoid making that decision for my department and for my circles of influence.

Fact: Values are always being demonstrated. Whether we are conscious of that fact or not, they are being taught. Shared by every word and action. What are my top one or two values? Integrity? Profit? Reflecting God’s love? Excellent Service? Quality? Uniting against a common enemy? Have I made a conscious choice? If I asked my staff what my values were, would they name different ones based on my actions?

Whether at work, school, or home, I have a responsibility to lead based on my values. Let them be pleasing to my Father in heaven.