Culture Hacks | Colin Ellis

Culture is the biggest topic in the world right now – and the number one determinant of organizational success – yet it’s often put in the ‘too hard to change’ basket. For too long leaders have applied lip service responses or quick-fix solutions to culture change that don’t actually affect behaviour change or else provide any improvements to people’s working lives. This needs to change.

Workplace culture specialist and best-selling author Colin D Ellis provides a practical culture toolkit of 26 tried and tested ideas that you can put into practice right now, regardless of where people are based. It’s through these simple and actionable ideas that over time can transform the way that work gets done. From emails to book clubs and meetings to podcasts, Ellis shows readers how to take regular steps to build a fantastic work culture that everyone wants to be a part of.

Changing your culture doesn’t need to be hard, and Culture Hacks empowers you with the actions needed to transform your working day so that you’re fit for the future of work.

Author Colin D Ellis is an award-winning international speaker, best-selling author and renowned culture change expert who works with organizations around the world to help them transform the way they get things done. He draws on more than 30 years of public and private sector leadership experience in the UK, New Zealand and Australia.

Topics

During this interview Colin and I discuss the following topics:

  • How you as a leader can “hack” your culture
  • How meetings drain your culture
  • Finding a way to trust in your team and culture
  • Why failing will tighten your organisation not divide it
  • How hobbies can bring your team together
  • Why starting a podcast will improve your culture
  • How sports can build your culture

Guest Resources

If you are interested in learning more about Colin’s resources be sure to check out the following links:

Transcript

Hey scott, how I with you to show buddy, walk, and I back welcome back around to it. So I was just about to tell you this before it hit. Go live, slash record, but I wanted to save it for when we are now alive, and that is you for the longest time

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was the number one downloaded show my podcast forever.

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Is that right, yeah with with who’s, got ahead of me.

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That idea you might you might cry? Do you really want to know?

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No! No! No, I’m good. I would estimate that compliment while it’s people in a player from van gogh, cool out a the guy,

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and so I think you’re going to beat it now right because it back better than ever with cold better than ever

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with everything that we learned from the last years ago.

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Awesome I can’t wait to dive in so here’s. My first question: free com.

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When you say culture hacks

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and the word hacks comes to me- I thought yoke culture hack. The word hack to be is something that’s normally cheap, easy of the? U jimmy rig you, don’t all the yo! You see those hacks where you’re like oh dad, hacks

00:01:15

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yeah, which is usually like how to entertain your kid. You sit among the rumba, you send the rover off of the vacuum and then you sit back and watch the game with a beer, but unlike culture like culture changes guppy it deliberate it’s it’s it’s like heard. It takes forever lot of effort, etc, etc. Have you had culture so you’re demands gonna. Tell me

00:01:36

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yeah, that’s what I was going for cheap shortcuts. That’s that’s my middle name calling cheap shortcut alice.

00:01:44

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No, I mean that yeah. Yes, I get, I think, using more than a software context in the sense that one of those little things you can do to almost beat the system.

00:01:57

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It’s one of those things got one. I’m gonna look back on my own career as a manager and telegenic and to gas the you, but what I’m doing speeches or facilitated sessions like her? What’s what have three things that we can immediately go and I’m like all change, a lengthy meetings, all adults and even like real, simple stuff like dude, that’s also the like! Is it isn’t all

00:02:17

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soon? Nor is it just something that I just decided I was gonna do so I think that that’s the thing with culture culture is, is a series of micro experiences skull and- and I think often we tell ourselves a story- that’s that it’s too hot

00:02:30

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would organizations don’t have the money to throw behind a dedicated, hear what I, what I would call and evolution programmes that one of those little things that manages can do to actually cut it incrementally improve stuff. So that’s what I mean by hacks,

00:02:45

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that’s yeah, yeah outdoor at a new york office chief, the chief cochran. I just had to throw that out there for could be good for it. So here’s a good question period then, would you say this is deathly gear towards those middle managers who are kind of like sandwiched right? Do they have that over arching

00:03:06

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no company called corporate whatever, but yet they’re car like in their own law entity, their own you’ll, maybe satellite office or whatever and they’re trying to you know

00:03:17

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align with your corporate culture but same time every little individual area has their own culture. So try like hacked away in there and make their own little empire deftly not empire by like their own identity within the greater identity it yeah, that’s it that spawns got you know in in culture fix. I talked a lot about this concept, tips

00:03:37

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both coaches and I don’t think we realized. We really understand the importance of coaches, so that’s every manager creating their own sense of vibe and culture to contribute to the organizations cool too often what happens with ticket within kind of small, with a medium large corporates is they say this is your culture. This is what

00:03:57

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you do, and a cozy and a child in those comes out goes we’re not gonna. Do that in fact, we’re going to be ready to put the it’s it’s it’s! It’s aimed that manages who who wanted to demonstrate that they got the courage to do things differently, while still making sure that it lines up with what the organization is trying to do so. Essentially, it’s twenty six canada,

00:04:17

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simple decisions will simple and they also you know. I never put anything in my book sculpt that I wouldn’t do myself either as a as a former manager or with my clients. Now you know and- and I would say at least half of them- don’t buy clients even in the lust kind of eighteen month.

00:04:35

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Our excellent, let’s turn, let’s add up the audience with some of these yeah. We got twenty six them in your book now. Obviously, we don’t need to go in through

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yes good night out our podcast

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at our joe rogan. This show

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no three hour shows there, because you know that the lesters in blisters got in failing us so much time at our rights. As all I want your quality over quantity, as I say in basically everything in life.

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Unfortunately, wife wouldn’t

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kids. Now I have to start another, both great kids.

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We have to say either way lately.

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Actually, no, there really are

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just the case that, listening than that, the listening

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this should be better

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aren’t. So I think, let’s think, of the twenty six. What do you think you’re, the biggest bang for the buck is coming from eta? Twenty six? We pick one right now that comes off the top, your head, where and a leader can go okay, I can tweet this. I can hack this right now, like call saying- and we get some serious results tomorrow and dive diving- that one right so that the main

00:05:42

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while which I think is number one in the book- is meetings skull, because we all horrible as prince’s management, come on horrible. When it comes to lieutenants. We we love to drain all productive time. With things called back to back the last thing we get back back shoot each other as a human race. You know

00:06:02

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who decided that that was a good idea of meetings booked up against each other bull, bull lazy, so people are lazy. They do thirty minutes and sixty minutes because that’s the outlook default

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and they just can’t be bothered to change the meat in time, and so you know that the first talk is around just kind of thinking about how much time you actually need like twenty. I would say twenty minutes unfortunate if you’ve got states minutes and sixty minutes change them all straight away to twenty minutes and forty minutes and be really really disciplined about how you use that time know. I wouldn’t want that

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further as a manager, and I and I still have it now-

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and it’s phosphate a book to time to talk to me about a program. I set a meeting, invite request, vote for forty seven minutes and she wrote me via colon.

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What’s this voice of mensa, like just feels like a forty seven minute meeting, you know when I stole I didn’t start on the hour, because I’m respectful of the function of a meeting on the hour. I didn’t finish on the outskirts. You might need to get to know the one,

00:07:00

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and so you august again little bit different in in thinking about the actual time I needed for meat and if it needs to be five minutes, making five minutes scott. So that’s the simplest one and you’ll be amazed how much productive time you get back in your day to do your job if you’re low little bit more disciplined run around meat, and I love it- and I

00:07:21

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I hate meetings in one hour and I’ll. Tell you why, because human beings, in a tourist from one thing we’re notorious for filling space and doesn’t mean- and that doesn’t mean young- that does not lament meetings as all kinds of space. You buy new house, you go in easy to empty corner over there. You go no furniture. What do you do?

00:07:41

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You’re going to the furniture store, you know you’re ordering a sofa that you never sit on wilkes it’s empty space, but the thing is the happens in meetings too. It’s like! Oh we’re, we’re done, and forty three minutes meaningless was for an hour. Someone finds something. That’s all about and you’re. Just like me all you’re time, you’re. Looking at your your watch, you’re just like oh, come on

00:08:01

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fifty million other things to do. I have absolutely nothing left to either give or know likely to receive in it’s meaning. Why are you stalking me drive right now?

00:08:12

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I got an interesting question. Free is real reporting, this mid early mid, may twenty twenty. Why we’re just talking for we hit records law school I’ve. I’ve talked with hand am because it’s the number one thing that room was stocked by these days. Do fine it as you in your role as a coach consultant

00:08:32

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that with the dispersed workplace now that these back to back meetings are recurring even more frequently because young, it’s easy, you just like click a button on your computer, yeah, yeah, microsoft, likes of click about my like so those well, they are more more frequent because it’s easy, just click it a boat with what we found school is that

00:08:53

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we replica swords, pull behaviors particular around things. Like meetings and emails, email uses shuttle joined the pandemic. We just replicated in the the we didn’t stop the great workplace. Culture said hang on a minute. We need to go virtual. What’s a bunch of stupid stuff that we do in person right now, I’m not going to replicate and they made you know kind of

00:09:13

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this concerted effort, not we’re not going to email. Everyone we’re going to use chat tools, we’re not gonna use video conference. All the time were going to pick up the phone and talk to people for those one on ones and yet that’s not most organizations. Most organizations simply replicate those behaviors and it’s easy to do not only not little green light showing your online

00:09:33

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mine became the thing where people like gotta gotta show that I’m alive god I’m so we got this culture present is so it’s great that we’re concerned about everyone’s welfare, but the downside to that is present. Tease them, and I got us that a conference last week as we can do that in australia,

00:09:48

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sure they go grab iraq

00:09:52

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I got us is like algorithm people to do less work. I said I think the opposite history. I think people doing more work because they’re feeling the pressure to be always on, which is not necessarily a good thing.

00:10:04

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So right now I work for dumb least three days at home and two days in the office and and that’s just really like I’m coming out of coming back into the office right now

00:10:16

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in I tell you like if I notice that someone tried to get a whole to me now went to get coffee year used washroom or heaven forbid. I change the laundry

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that I’m home and come back in and some and try to get whole. There is a message that they’ve been waiting for five minutes or missed a call or my oh crap. You think I’m doing nothing right because that’s merely, I hope, their home dislike and often there you watching tv or doing this or doing that, but reality is no heck. No one like sitting right there with my work, computer,

00:10:46

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your computer, but unfortunately, at that moment you didn’t hurt me but like how many times have you come to my desk at work? And I wasn’t there and I think that’s the mentality that we to adapt here, and here is that you’re just because you can’t get a hold his own at that instant doesn’t mean they’re. Not doing anything. Do you do yeah? That’s something else,

00:11:06

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absolutely

00:11:07

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yeah, but that speaks to a lack of trust of them within our workplaces.

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Scott. You know I had a guy sets me up. Get all people really work in a hole or are they just kind of taken? The you know whatever allows like you know they all working from home was like. If you don’t trust the that speaks a lot to you and your management style. You have to be able to set expectations in a way that people understand what they need to do and then you need to

00:11:31

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lucas on the output, not necessarily worth it. Didn’t it

00:11:35

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get me wrong. So work is best, don’t I will always be best done face to face so as soon as offices are able to be open or wherever you on the world. If you go to an office, that’s cool that manages need to say with me in the office in line with all the guidelines, but then it’s it’s about the group saying: okay! Well, this work is better done face to face in this particular space, but I can do

00:11:55

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this bit at home.

00:11:56

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I think he what we’ve always wanted to be called a hybrid work environment right, we’ve always wanted the hybrid work environment rather work from home two thousand and one, and it was a preference for me at work from home monday to friday. I go to london, wednesday, thursday friday. It was ideal scope, but we were only able to do it effectively and still be productive, because we ought a good manager

00:12:17

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set expectations well and as a team, we knew what we ought to do when we needed to do it in order to be successful.

00:12:24

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Now I haven’t gone forward through your book, yet

00:12:27

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is trust in there in those twenty six, it’s gotta, be you

00:12:31

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yeah, so I mentioned, I mention trust a lot because I think one of those simple things that we don’t do is actually take the time to bring the team together to talk about what we expect to be true. That is something I covered extensively court to fix. Is that the definition of culture scrutiny, organizations in the teams thrive during the pandemic were the ones that said: hey the world work.

00:12:52

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It’s changed, albeit temporarily. Let’s come together and decide and redefine what we expect of each other such that we can hold each other to account. If things don’t go wrong and we can celebrate our collective success of when things go right, so trust is kind of a rooms throughout the book, because what I’m try

00:13:12

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to create is a sense of togetherness, a sense of belonging and without that sense of belonging it doesn’t matter how many hacks you apply. Your coaches navigate. It’s always going to be stagnant in never gonna get off the start line room. Ah, that’s my job woman right there wow! That’s right! If you don’t have that sense of belonging, yo, you’re night

00:13:32

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you’re, not building that team and reality is culture to me anyway, revolves around an organization but overwrought. What does the team revolve around? That’s young team and a team revolves around people individual, so you gotta have that sense of lying right through the whole thing in order to achieve what you’re looking to achieve, which is a great high performing you hyper,

00:13:52

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forming peak performance culture to drive that organization and hit the output as high as you could you possibly can now hit that or the team hit the team at peak performance, because that’s what you’re looking for so long- and you know those I disguise- is you can’t just throw a bunch of people together in a room ago- high performance

00:14:12

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hi. You are high before, where the well as high performance web type before it starts with redefining the expectations of each other in the making sure the eu achieve anything you set out to and three from a leadership standpoint that sound that I smell, you know check your ego at the door right in order to achieve that neon starting the ball. I

00:14:32

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yeah, because how do you do that? Well, you gotta be open. You gotta be vulnerable, a homeboy gonna, be all these different things which, oh by the way ego, is the lake are out opposite too soon,

00:14:44

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yeah, those are the sole all manages. We will never make it to lead this because the cannon around a bunch of emotional baggage, you know an ego- is part of the of the dragon around like the heaviest suitcase is. Is me and my ego come in and I’m going to tell you what today is is like I mean at I, and I think that’s one of the good things during the pandemic is the was a little bit of vulnerability.

00:15:04

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Those look there’s. Definitely more empathy. You don’t lose one survey food

00:15:09

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with employees that said that they kind of fifty percent of the respondents said they expected more empathy, invulnerability from leaders, geez, that’s never been expected of leaders as real sign sign. The world work is definitely changed for the better.

00:15:24

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So not as if file. I asked a question about you know the normal one hack that you got going. We went from email our meetings to email, to try us and you’ll ever everything we just hit on there’s couple young looking at the list serve of your books.

00:15:45

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Thanks for another copy, your blog fantastic. I was actually looking at culture fixed today by the way it rolls

00:15:51

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yeah

00:15:52

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and there’s a few ones they’re like sticking out at me that are really interesting. I wanted to dive in there all we talk about. Honesty is well at number. Nine failed, visibly in on a fan of failure. Anyone who’s listened to the show for a while knows that, I’m a big fan of failure unfortunate. I come from my organization background. Where feeling is

00:16:12

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it really something you look for in a military leader? But I think in your context, it’s it’s quite difference. Let’s go down this right. What do you mean by feel visibly and what does that do for our culture and bonding it together? Will failure represents an opportunity for learn in school and when we frame in that way, but we then

00:16:32

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when do is move away from a culture of blame and admonishment and warm towards wanna kind of evolution that the fact the fact is that as humans is teams, things are gonna go wrong and what we need to do is to create an environment that is safe wherever fields, trust this trust

00:16:52

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thing again. Would we recognize that hey in a while from time to time, things are gonna, go your way and you gonna do something that maybe we weren’t expecting, but rather put you in a corner on a stool get any too faced war. What we’re gonna do is we’re going to kind of capture everything that went wrong. I’m gonna use that as an opportunity for everyone to learn from, and so you know

00:17:13

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to talk very much in that particular chapter by fei wall. Is you know what what’s that place where I can go to where I can find out the things that we’ve done in the past that have helped shape this team that have helped us to grow together and learn together, but also that I don’t want a remake in terms of those mistakes, and so I think you know that counts

00:17:33

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and it can be virtual, it doesn’t have to be physically fit. I don’t that’s ones. I’ve seen a physical that little three by five cards of people right on and stick on a war with some blue tack that you got this also led in more with all these things that people just get a coffee and just read all these things, and that just that, it’s just a fabulous little in place, but can be virtual to it

00:17:53

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really provides that sense of hayward, not perfect. We recognize that, but what we don’t want to do is we make these x at mistake. So what can we do to share the things we’ve learned to help others in the future?

00:18:07

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I I absolutely love that actually apply that my cell phone now a regular basis as a leader in are one incident in particular, were

00:18:17

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as operations off servers, schools in charge of coordinating all the resources required for training, and we ran a lot of training on me. Tell you, we did something like three hundred different. Was it three at three hundred different sessions? Are you courses per year three to over three thousand students through us per year and minor little cell

00:18:37

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self? Six people were responsible for scheduling and organizing all the required equipment, and all this stuff you’ll make new megan megan square pegs in round holes on a daily basis. Right and one of my guys, then he made a mistake, made a pretty big mistake at the time and we fixed it. Luckily, in and I said, I’m

00:18:58

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brought everybody into what we call the bullpen area were four of my people worked in the snow, cubicle office area, so shut the doors and our after action review. Let’s go through this knew what happened why it happened. What the mistake wasn’t said: listen, this is not yeah. This is not me

00:19:13

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calling you out publicly. Everyone here needs to learn this mistake and know how to avoid it in the future, because they made slip into your seat at any moment, if you’re out for the day or week or whatever, and to build, do your job cause, guess what it don’t stop

00:19:32

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things don’t stop right. Yonder works still keeps going regardless and we need to keep up on top of it.

00:19:37

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We did that on a regular basis, and I think, as well for any team to achieve results. It has to take risk score as what you wanna do is create an environment where people are comfortable taking risks and if it doesn’t blame culture for every mistake, this may they’re never going to be comfortable they’re, always gonna they’re always going to wait for permission to do things and, as a result,

00:19:57

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the culture will stagnate and you’ll end up missing targets left right, center rod and the neon secondary facts. I look at I swallowed. An initiative goes down and innovation goes down. Motivation goes down, retention goes down. Oh turn over goes up through the roof right because the attic hey- I don’t like this place. I don’t belong here.

00:20:18

Speaker

Smoking component can get out of here, oh heading over to the competition because they got opening and others right. I see and what I hear trump yeah exactly right, exactly right, the love it failing visibly I- and this is something I think- of a lot of senior leaders out there, like I’m talking like senior senior board level c sweet leaders. I think this is something

00:20:38

Speaker

that denise good to ah actually do more. I think they need to own that move bit more and be a bit more transparent there, because pacino young from my standpoint, I don’t see a whole ton of it.

00:20:50

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Ah, and I think a wicked young people definitely better with that. But I create a conversation for another day

00:20:57

Speaker

yeah. I think it’s it’s it’s it’s it’s it’s a simple as a senior leader shared a very human, but mullen added on that’s up of the let you talk to other guys. What’s one thing that you’ve learned in your career, they can pass on to someone else. Pay employees love that stuff they make yeah hell yeah.

00:21:13

Speaker

What is really stick it out was interesting to me is number and hold a hobby expo so little interesting side story. So word we actually. I wanted. We have one yo tuesday, here record on a tuesday tuesday, for me, at work is meeting day go back to what we talked about earlier. Ah qu

00:21:32

Speaker

like today was two and a half hours of my day, scar of meeting saying and don’t get me wrong. Some is very worthwhile, but I think we could tighten up some things as well, but in one of those meetings airport. I talked about this because we’re talking a culture in that meeting, I said, hey if you’re interested in, I find the link out new jersey

00:21:52

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people watching right now, and I don’t know how guys from work if anyone’s watching from work. I, if I go to a fitness

00:22:00

Speaker

first, marine division headquarters, are there ugh

00:22:03

Speaker

so, but it danger singing. Is I haven’t ya? I said like not. Many people know this about me at work, because I don’t talk about my podcasting side. That often- and I talk radio having you on because we’re talking like coltrane’s the pistol, what’s what’s the premise behind holding a hobby expo in regards to an organizational culture, has

00:22:23

Speaker

I find that very intriguing?

00:22:25

Speaker

So this is to strengthen the connection between individuals. It’s something that the late tony shea used to talk about a on tony chaise, be the ceo of zappos dot. Recently

00:22:35

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any talked about the fact that they believed in social integration, not social separation. You know when I got the odd pleasure speaking to him back in two thousand and nineteen and easy. He said what we do is look for ways to bring the outside, in which I looked up. That’s something that we so I to do with my teens is is if anyone ever other at the had an inch

00:22:56

Speaker

stress, something that they did outside of work and we kind of got wind of it. We would ask them to talk about it, so what we would do is we would kind of either do they have a round table, or else we would get people to bring stuff in to shit. Just like you did with with with your podcast, is you know? So what are those interests that you have so some guy was billion

00:23:16

Speaker

tested efficient? So we went on a fishing trip like I’m, not a fish, it’s just not something does not have the new tentative middle little cool when you grow up, that’s what we all went fishing that was really awesome and he got to tell us about dolphin and all of that. So it’s a way to kind of share your interests with all the people that strengthens the connections between them and not that

00:23:36

Speaker

sense of belonging, because we all have a life outside work, scott neural interested in something- and so you know it’s a way of encouraging interest in other people’s a in people’s lives outside work, and it can be a whole lot of fun. It really really rica.

00:23:53

Speaker

That’s awesome! I often talk about building your building high performing teams start. He starts with nothing to do with barack and to me, this just amplifies that right and once you build a high performing team, guess bought your your culture is gonna, exude that you know. I knew people commander like hey what the heck’s going on. Oh yeah, get this young a hobby,

00:24:13

Speaker

xbox live arcade expo what the heck is that all we do here.

00:24:18

Speaker

Yeah ha right and it just exudes that your togetherness that bonding and all that those types of things which guess what is needed for those high performing teams, because when people feel connected, that’s when they go to bat for each other. That’s when diego, I got your back. You know regardless. I will you all worked out

00:24:38

Speaker

extra hours I’ll take on that task or because you got something going on that. You know he is taking distracting away from you, your ability to operate a hundred percent, because I know when it’s my turn when I’m in the same situation you my back in you can take her mean: that’s that’s what you need, but it starts from know each other and that more intimate level

00:24:58

Speaker

in oh in things outside of work, so their hobby expo is a fantastic idea. Well, you I do. I do kind of a team workshop culture building workshops sky going to die in person personal kind of over four days, the chili. Whenever I ask people what’s their favorite part of it, because I always include a hobby expo in it, and I talk about free,

00:25:18

Speaker

think some information on something that you do, the you don’t think anybody else does and like the the immediate responses, I don’t do anything brought. Somebody always does something it doesn’t matter whether they go hiking at the weekend or whatever is a it’s always people’s favorite paul, not that the rest of it’s rubbish, but they cats are readily learn about the people that they work with. They

00:25:39

Speaker

see, aside from that they’ve never seen before, and everything that you just said stems from that that kind of knowledge and have an empathy for fiscal, long,

00:25:48

Speaker

so koenig, dove sail and toward which I which shocks me is here

00:25:54

Speaker

and that could be pop up in the hobby expo and start a podcast. This is amazing. You have start a podcast as part of a culture. I I have so many thoughts in my head right now, but I want you know the person wrote the book literally tell me how starting a podcast can

00:26:13

Speaker

help a company’s culture

00:26:16

Speaker

for the simple reason, scott that the best ideas for evolve in a culture, the best ideas for enhancing business value, live within an organization right now. What many organizations don’t do is create an environment to bring them out either running the hackathon, which is another one of the hacks, which is a cinch

00:26:36

Speaker

apple innovation session,

00:26:38

Speaker

or else by sitting down and interviewing people and getting them to share that knowledge, and the thing was gone in any. You know you been doing this for a while is podcasting used to be way more difficult than it is now like east of all of the bells and all of the whistles and cost a thousand dollars just to get started. And now it’s pretty straightforward,

00:26:58

Speaker

not not to demean the work. You’ll do in office that you make it look easy,

00:27:03

Speaker

but you know what I mean in terms of setup costs at that there’s really not a lot to and- and I think you know- and I’ve appeared on a number of coal per podcast every time I worked with some of the like all. Would you mind being interviewed for our cousin like, of course, and some of those stories from the front line, it’s a great way to find out what other people do in or the division,

00:27:23

Speaker

in particular those organizations. I’ve worked with one organization like encourage them to do it because they had a lot of silos and like there’s, no better way to break down the silos and interviews more for twenty minutes on the job that they do, the challenges they face and the opportunities that they have so again. It really builds that sense of togetherness, but crucially, understanding of what people the

00:27:43

Speaker

left that they wanna day to day basis.

00:27:46

Speaker

Absolutely amazing and the I see just you, you’ve you’ve hit a home run already, but starting a podcast. You know how senior leaders, especially like big, really big organizations, where I work for a decaying our forces on him as my day, job or your around the globe hundred thousand people.

00:28:06

Speaker

Ah yeah, you don’t want your stove pipes in different subcultures and we have it all right

00:28:12

Speaker

and what amazing tool for the senior leadership to be able to promote. You knew their ideas real to pass their vision in a really intimate way, which is not necessarily being leverage that much right now. I believe at the corporate level it because people more see podcast

00:28:33

Speaker

in our were doing podcasting right now I eat a couple: people that are not young. We have a relationship because you been on the show before, but that’s about it

00:28:43

Speaker

young. So it’s like an interview in um yeah, obviously there’s business behind my my show and all this stuff, but not for the internal communication and I’m going to dovetail quickly to say the great time reid announced that actually not too long ago. I released a how to podcast course a podcast for your business course, which takes you

00:29:03

Speaker

from not having any thing smack of how to do anything to completely planning your show to setting up your equipment doesn’t, like collins, said, not spend those thousands of dollars, because guess what one hundred dollar microphone is all you need this day and age and you’re good to go and how to actually produce your show yourself profession

00:29:23

Speaker

only and not spend a crap ton of money, because I I be honest, like I do all my production and the people out there. I’ve looked at the rates because I was think about offloading it, but they’re just fleecing to be honest. Now I understand they got to eat, but they’re fleecing you. Ah, so your records show settle up, planet, execute it and automated

00:29:43

Speaker

and everything else in between. So if your interest, not just links between the show notes but done podcasting for your business, to nine- u s and check it out at scott mccarthy, dot c, o slash, p, f, o y b for podcasting for a business that just slid right in their eyes are lovely and it’s something I think

00:30:05

Speaker

and there’s something super knew that I’ve just actually release deal ten days ago. Hello,

00:30:11

Speaker

that’s awesome, but but honestly I don’t buy it. I did that because I believe in the power of the medium. I would have been doing this for five and a half years now, because, if I didn’t believe in the power media, both from your from a business standpoint but even from a leadership standpoint to be able to connect with your people, especially if you’re big large corporations that are dispersed

00:30:32

Speaker

the problem with those corporate emails these days,

00:30:36

Speaker

no one reads them because they’re just so flat and dry, an idiot, you feel like they’ve, been vetted by fifty warrior for forty come out. You don’t get any of that that texture from the leader of what they’re saying youse. Obviously, it depends on leaders and would just do their own thing, but I think, with with a podcast where people can you

00:30:56

Speaker

listen to the voice of the leader in their passion behind your particular topic, you can really connect with people held up better than those those mass emails. So true, and every man I think, is well sky. Is this this inference that if they send an email out, that’s all people need, but that’s only one method of communication also ceo to stop sound. They make any was like

00:31:16

Speaker

I’m not comfortable on video. What should I do only get comfortable on video because people want to see do more video demo, video all did do a podcast. Do some audio, because people want to hear your stories, you

00:31:30

Speaker

yeah. No, it’s awesome. That’s that’s fantastic, and I think this is this is somewhere where it’s been under your life right now and you can really make a difference and not making when they make a splash or make a scene, but you can def. I make some chatter amongst your people and and, like you said, is just another medium because guess what you? Don’t not, okay, not everyone’s gonna, listen to it.

00:31:50

Speaker

Maybe ever people watched the role read the email that no, I I don’t enjoy, reading right so least, then it’s another young net in the water of passing catching people to pass your message to them. So I think it. I think it’s fantastic idea. I think it’s a great way through too young to grab their culture and in in the

00:32:10

Speaker

an upset at all.

00:32:13

Speaker

Aren’t let us dive into a one more, and this is something that interesting day. I see all the time, so I know the benefits to it,

00:32:22

Speaker

but I don’t know if it happens in. I don’t believe this whole happens in corporate a lot and that is interpreted, depart rental sports day, like in the military, so yoder. The context is this, like in the military, obviously were highly competitive, a type personalities right and we we enjoy sports. That competition, like I’m serious, I’ve seen p

00:32:42

Speaker

people from the same unit. I eat new small organization like of our being and kandahar, afghanistan. We had to ball hockey teams from my unit and we would play each other and a rivalry was going all day to the point where, like were you almost get scared someone’s gonna get hurt

00:32:58

Speaker

yeah not in combat, but on the ball hockey food court,

00:33:05

Speaker

the video your take from a more of a corporate side of yeah why’s, this so so great for culture and bringing people together in a lucite sex worker scott that me these are both from my own experiences. I know that I got to know other the people from other departments. Ah

00:33:22

Speaker

through simple little events, you know one of the things I used to do is we used to have innovation time on friday between three and five o’clock and five o’clock we would take around this button or baseball button have to hit the ball every time you hit. The ball gets come up with an idea and run the bases riots. A word got out about these kind of little events and other people wanted to julie,

00:33:43

Speaker

of course, and it became a competition than your team’s. This seems, and essentially we do our innovation and then we dove into department sports, but it doesn’t have to be outdoors. Sports is enough to be physical. It can be kind of a chess competition and it can be a fantasy football lotta. I think anything will you’re in him a little bit healthy competition.

00:34:03

Speaker

I think often we forget in our coaches. Coach’s job is to really perform to ah highest level, and I think, if you can kind of stimulate, not motivation in other ways other than just around the work all it can do is enhance the answer.

00:34:19

Speaker

I was a former football player soccer play. Football is football football player. You know, I always use their partaking in. You know kind of my company’s team sports. Then we would always encourage this book with the element all for nida want to turn it into a kind of episode of the office were so aggressively. You know kind of cool

00:34:39

Speaker

sensitive that it ruins everything, but it’s just a fun way to spend some time with older people in a way that creates a different level of energy. But you do exactly, as you say, you get to see a different kind of motivation on which witches it’s always gonna, be fit a beneficial towards results. Achievement

00:34:59

Speaker

not awesome for sure

00:35:02

Speaker

we always find sports is proteomics seems far. Tighter together is just a component that competition aspect and accent it does not actually have to be young hockey. For us for grief for you or or down on there can be your fantasy league. Acute neuro could be e sports this day and age. You know, aside from our friendly competition right now we have a friendly fitness

00:35:22

Speaker

competition going out we’re wrong. We have teams and stuff. I dissonance now, because you can’t do a whole lot together. It’s individual, but you store the team aspect where your area look at you like a I gonna get up mcgregor. My workout am because it it’s counts as points in. If I don’t do it, I’m gonna let my team down seen zach same type of atmosphere,

00:35:42

Speaker

but in more of an individualized area but stats. I started she’s dead

00:35:47

Speaker

step challenges have been really really popular as team sports and and the little lad added. Certainly down here when we were locked down last year, know trying to be the team that does the most steps, because we’re allowed out for one hour a day and canada. You know that the hitter, how much energy people put into it fabulous.

00:36:04

Speaker

It’s awesome call call man, it’s always been fantastic. Having you on the show. We need do this more often

00:36:11

Speaker

before we wrap up there ago, actually at a loss, questions of what people are like. Could you listen this via you know, houses this culture you’d your dogma and I are having a podcast and dogmas sports, and now we talked a bit about trason in an in reducing meetings and all this stuff. How would you what would you say to, I would say, maybe

00:36:30

Speaker

the cynical listener there’s a? How is this actually relates? The culture isn’t culture, you know, values and and overarching organization feel and vibe and all this stuff. What would you say to that person?

00:36:44

Speaker

Well, I would say that culture is the sum of everyone’s attitudes, beliefs, behaviors tradition, skills and stories, and, if you’re not taking meaningful action to enhance those stories and to create those different experiences than your culture will never evolve from canada, stagnant pleasant space to vibrant, vibrant,

00:37:04

Speaker

where the magic happens and just buy a few well placed little hacks, you can transform everything beautiful love, it aren’t last couple questions for you but see. If you remember, I’m gonna I’m going to compare notes because I’m still asked knew this. Couldn’t you called alice? What makes a great leader

00:37:24

Speaker

great leader is someone who’s, humble empathetic, vulnerable cooks himself in service to others, scope and for a list of you want to compare notes, feel free to go to movie for leadership dot com forward, slash one, oh nine, because that’s the last time column was on the show all the guests year

00:37:42

Speaker

on that question, and if all question of the show is how can you find you? How can to follow you feel free, shameless plugs are allowed, it’s all, but you right now

00:37:52

Speaker

you can buy my books on amazon. The column d ellis by author named can find me on linkedin at the same or otherwise you can head to my website calling the lsd call or should also plug. I gotta a community as got a virtual community for anybody, who’s interested in building and creating great workplace culture and that culture makers,

00:38:12

Speaker

dot, community awesome and for you all, the links are in the show notes is easy, is always good rooting for lucia dot com forward, slash one, seven, seven one. Seventy seven karma man! Thank you again. Thanks a convoy of climbers are not your mother’s shares, secular.

 


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