Day Three: Presenting the Culture

Icon of one fish leaping out of the fishbowl

We’ve reached the last day – the day you pull it all together.

You know the primary qualities you want to communicate – the cultural qualities you consider the most important for the current reality. Now you need to decide how to tell whether people are living these qualities – and how you’ll communicate them.

The idea here is to make checking in about these core cultural qualities part of the culture. Did you notice that?

What to do

You know the drill by now…

1. Watch the video, or click below to read the transcript.

Here’s the link again to Rachel Botsman’s post on trust: click here.

And here’s the link to her article about consistency: click here.

Want to download the audio? click here.

2. Download the worksheet: click here. NOTE: The worksheet is a form-fillable PDF, which you can fill out on your computer or print and complete by hand.

3. Complete the worksheet!

Feel free to leave a comment, but be aware that ALL comments are moderated due to spam.

And – there’s one more bit of information for Day Four!

You’ll see one more email from me tomorrow!

Comments 4

  1. What I really liked about today’s challenge was it “forced” me to think about those specific steps to “walk the talk” which is a point I made in my comment yesterday. It’s easy to put things down on paper but it takes continuous effort to put those words into action. And it’s so easy to be distracted by the day-to-day busyness when everyone is together in the office, yet alone when people are separated by remote work. I liked so many of the ideas on how to continuously communicate the aspects of our company culture that I think are most important (I said Trust, Care and Transparency), and I tried to think about how I could really ensure I was doing this. For me, some easy ways are to make it a regular part of team meetings and 1:1 meetings. That will help in my department, but the real challenge is company-wide communication. As one of the “culture champions” for my organization, this is an area that I need to give more focus and this challenge has given me some really good tools and ideas to do that. Thank you so much!

    1. You are so, so, so correct: “It’s easy to put things down on paper but it takes continuous effort to putthose words into action.”

      I am DELIGHTED that this process has helped you!

  2. I think that one of the competencies or behaviors on must demonstrate to “walk the talk” is to not always talk but to listen. We all know how to listen but the key is to listen effectively. That means not to interrupt, after all if you rearrange the letters of the word “listen” you can get the word “silent” which is something you must do to effectively hear someone. Also, most people do not listen with the intent to understand, they listen with the intent to reply (quote from Stephen Covey). I find this to be true in myself and I imagine others do as well-it’s hard to turn that part of your brain off and just focus on what the other person is saying but with practice it can be done.

    1. So true, Debby – and listening is one of those shockingly difficult skills. We simply aren’t taught HOW to listen at any point during regular education!

      And you’ve made a really important point here that if we don’t listen to what the employees are saying, we miss out on how the culture is actually being interpreted and lived. YES.

      By the way, I’ll add that I think part of listening is knowing how to encourage people to talk. Silence is certainly one aspect of that – I have a friend who talks about silence being a “full partner” in conversation – but there’s more to it, including ways to encourage people to keep going but *without* making them feel interrogated.

      In fact, one of the books in today’s Prize bundle defines tools for doing exactly that!

Leave a Reply

Your email address will not be published.