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There is a certain disruption occurring in the workforce today with the prevalence of social media and the ability for a single person to reach a vast audience through various platforms in a relatively short amount of time. Employees are able to post, snap, tweet and share their thoughts, opinions, and experiences regarding their employers instantly, which can have a major positive or negative impact on the reputation of their employer.
A high-performing culture starts with a culture of learning and development. I know what you are thinking: culture is complex.
I am speaking of high-performing results.
A company that sets out to entice employees with flexibility, comfort, beverage bars and all that we have seen in new culture practices will struggle for long-term success. Be prepared to feed this type of culture some cash.
I believe culture is an outcome and, by the end of this article, I will show you where to start the process. But before we get into where to start, I would like to talk to you about performance.
Leadership. A single word that carries many different beliefs. It’s intimidating for some and a journey for others. Another word that comes to mind is success. Next time you have a meeting, ask each person what success means to them. See how many different answers you receive. It’s no wonder companies zig zag on issues. A strong leader will define success and share the vision with a common goal, define roles and responsibilities, and communicate with the teams.
In baseball it goes like this. The common goal is winning the World Series. Each player clearly understands their role on the team. Pitchers don’t practice hitting, they practice pitching. Spring training is about getting the communication and chemistry right.