Conference Chair and Program Developer, John Brewer, is known for his poetic summaries.
Corporate Culture 2016 Closing Thoughts
We came here to talk about culture and change
and ideas and speakers we’ve heard quite a range
we’ve heard from companies big and small
we’ve heard form speakers short and tall
some sought engagement, some customer focus
but all agreed culture is real—it’s not hocus pocus
for some would dismiss talk of culture as soft
our speakers at this idea they have scoffed
So now what is left to do you must ask
well I am left with an unenviable task
to summarize the things we have heard
a task so hard as to be absurd
given the speakers have been so diverse
I’ve decided to summarize in verse
I hope you don’t find this too perverse
and agree when I’m done that I could have done worse
so here are the five main things I’d like list
And I do realize there’s a lot I have missed
One:
The key to success is often innovation
but there’s more to this than ideas and creation
just like everything that evolves, that’s alive
companies need to adapt to survive
and here culture plays a key role
innovation’s not a product of command and control
you need a culture where people share their ideas
where they can speak freely, let go of their fears
you need to exploit as well as explore
it’s not just about accumulating ideas, more more more
you need to get people to participate
if you want them and your organization to be great
they need to be given permission to fail
don’t turn failure into a career coffin nail
Two:
To do this you have to ask “why” and “who”
your company has purpose and personality just like you
so don’t just create a great culture so you look cool
because in the end you’ll just look like a fool
though a really neat t-shirt is quite a good tool
align your culture, your strategy, your values, your vision
focus on a great culture with laser precision
Don’t be tempted to chase all that’s shiny and new
make sure there is purpose to all that you do
Three:
Leaders for sure have a big role to play
but left on their own they can’t save the day
In leadership there’s no one size fits all
believing that will be your downfall
should you be mindful, transformational, or charismatic?
the answer surely is not automatic
But I think we can say the following is true
At least I think so, how about you
Leaders don’t need to be a hero
It’s okay for them to say they don’t know
They need insist on civilly and respect
because otherwise their culture will be wrecked
they need to encourage innovation
or risk a massive talent migration
help create a clarity of vision
don’t let it be blurred give that vision precision
it’s essential to be vulnerable, to show your human side
we are all in this together—don’t practice leadership apartheid
because as a leader doesn’t mean you have all the answers
that would be like staging swan lake and you’re going to be every dancer
Four:
People want more than a job they want purpose a reason
not having this is like cultural treason
but what exactly is engagement you ask
some are engaged in the job, team, mission or even the task
well without clear definition I’d say this is the place to start
engagement must involve the head and the heart
changing it is about the symbolic and instrumental
culture’s not about logic, it’s emotional
you can’t speak to logic you need to engage emotion
and then your organization will get forward motion
Five:
We have a profound need to connection and community
say please and thank you at every opportunity
deal with conflict don’t let it fester
be a respectful workplace investor
be proactive in identifying risk
do so quickly—be brisk!
does your organization reward being tough
or do you know when enough is enough?
judge others like you judge yourself—by what they intend
and try above all else not to offend
So there you are—but you say you want more?
okay here are some quick learnings before you head
out the door
culture change is hard I hear you say
yet some have achieved it in a single day
the potential of people has unlimited upside
so provide them with an culture that fills them with pride
try job crafting and interviews to discuss why people stay
and let me tell you it’s never about perks and pay
risk is a part of everything that we do
don’t fear it, it’s what allows you to do things that are new
so try new stuff and see if it works
those against experimenting—they are just jerks
what’s so funny about peace, love and understanding?
it’s one hell of a way to approach employee branding
you have the choice to move past fear
even leaders need to be seen to shed a tear
it’s about everyone, it’s personal—it’s a story
it’s not for those seeking individual glory
it’s not about those wanting their ego stroked
that’s the road to going broke
build your culture through celebration and recognition
think of them as your cultural ammunition
culture’s not about subtraction it’s addition
it’s a way of reinforcing your chosen mission
let people act without asking permission
build culture on trust not suspicion
innovate—break with tradition
create collaboration, not competition
make building culture an exploration, an expedition
it’s about emotion—not facts but intuition
So be thoughtful, be simple, be brave
culture is about so much more than how you behave
it’s also way more than engagement
because engagement is a generic arrangement
your culture is yours alone—it can’t be copied
it’s your unique stories but embodied
Culture then is a conversation
at its heart is communication and collaboration
So to conclude I'll end with where you should begin
Might I suggest calling out “I’m in”
Sorry one more thing I like to close with this
Look at this photo—you'll see something's amiss
Forget the email the text, the tweet, the pin the post you just can’t miss
And focus instead on the one you want to kiss