Want To Build A Brand & Race Ahead… Use Culture As Your Ignition!

Ignition

The word “startup” carries a whole ocean of meaning within itself. Start what? A business obviously! The definition of business imprinted on our minds comes from many management gurus who have said,  “The goal of a business is to make profit”.

Perhaps it used to be. However, its been fully challenged now. The goal of a business is to make profit led by its larger “purpose” and societal responsibilities.  So really it’s about the fact that – Belief’s lead to Behaviors, which leads to Business. Belief is the bedrock of Culture. Culture is propelled by the purpose of the company and fueled by the passion of its people!

In the early days of getting a startup off the ground, it’s easy to sink deep into transactions that are ferocious in intensity and suck both the time and energy of the founders. During this period, founders become bodily and emotionally exhausted, thus not being able to spend time on building deep roots of culture in their organization. This very often is the death knell of most organizations.

This is where HR needs to step in and step up – continuously talk about building a strong and powerful culture of the company, get the buy-in of the board and other senior leaders, socialize with the workforce. In fact get the CEO/Founder to “be” and “become” the Chief Culture Officer. If HR is to be seen as strategic they have to get the architecture and blueprint of the organization right, which goes far beyond the mere reporting lines on paper and policies. Culture has to be the “Cornerstone”!

What I mean by Culture at a workplace is what we call “User Experience” these days. Many would claim in fact argue that the “experience” whether its customer or employee today is the ONLY differentiator. It’s what will make or mar the progress of the company as this evokes a strong emotional reaction, builds loyalty and advocacy amongst all stakeholders. If HR today is getting to sit on the boardroom table, it’s because of the power of the impact they are able to make to the business by building the strong foundation of right values and behaviors, which lead to superlative experiences in the marketplace. And to my mind, it’s not about what authority HR is “allowed” but more about what do they think they cannot “do”. HR does not need to be granted authority – they need to feel empowered to put the right culture building blocks in place.

Wikipedia defines Culture as a medley of Values, Visions, Norms, Working language, Systems, Symbols, Habits, Rituals, and Beliefs that contribute to the unique social and psychological environment of an organization. The way it plays out in the corporate world is seen how committed the company is towards building a strong culture of learning, of conversations, of employee wellbeing, of strong values and behaviors and most of all – does it get waylaid on the roadside during times of crisis or does leadership lean to it in times of crucial decision making.

In essence, culture stems from the experiences an employee goes through in an organization and can become a strategic enabler acting as a beacon in tough times. Today, HR is in a strong position to lead the torch on a strategic standpoint and it is purely the responsibility of startup founders to enable, empower and energize the HR function in their startup’s to create positive and lasting employee experiences.

1st published by Business World – http://bit.ly/2yDP7KZ

Advertisements

It’s Time to “Catch” our People

WIN

In today’s times, compliance and control reign supreme. That’s no surprise given the volatility and paranoia in the corporate world due to economic macro environment, threats from technology, government regulations, unions and such…While organizations grapple with all this and more, its behoveth on us not to forget who’s at the front and centre of our business!

  1. Who creates value for your client & the firm? Is it your product & service or your people?
  2. Who is the advocate of your organization’s brand? Is it marketing or your employee?
  3. Who is the custodian of your company’s culture? HR or the employee!
  4. Who do your prospective customers & employees believe more? Information on your company website or social media posts of your employees?

Who then has really won the war for Talent?

The answer is “blowin in the wind” and has been for quite a while now! The proverbial employee of course! Now’s is the time for us to applaud them in letter and spirit.

Dale Carnegie said – People work for money but will go the extra mile for recognition, praise and appreciation. Many organizations do a stellar work around appreciating their employees. The names they have given to their recognition program (some that I know of are Cheers, Samaan, ICON, Stars) acknowledge the fact that they know that their employee is “The champion”. If that be the case, lets broaden the definition, reach and scope of our recognition programs.

Lots of research and data tells us that many companies value longevity; the tenure of the employee above all, which is great as loyal employee in today’s VUCA times is of great asset. After all they are one’s who have deep contextual knowledge and know just when and how to adjust the sail of their company’s boat when its stormy and windy weather. Experience often trump’s enthusiasm!

Besides loyalty, I want to make a strong case here for recognizing employee for other things as:

  1. Failing fast and learning early with no fear of retribution
  2. Disrupting hence innovating fuelled by organizational resources
  3. Making sacrifices as they steadfastly uphold values
  4. Imploding rather than exploding hence releasing incredible energy
  5. Doing the right thing…for the customer & colleagues when in conflict

When it’s about saying “Well done” & “Thank you”, bust all hierarchy. Let recognition come not just from the top but from all and from all far flung corners of the organization. Build such a strong culture of recognition that it sweeps across the organization like a tsunami.

Let us “catch” our people doing right and watch the magic begin! It’s time to WIN together!

1st published for SHRM Annual Conference – 2017 #SHRMiAC17

Bells & Whistles aren’t enough…

It’s that time of the year, when Santa comes flying across the sky and sliding down our chimneys with bag full of goodies and a merry ho ho ho. Eyes stay glued to the hanging stocking by the bedpost, ears strain to hear the reindeer bells ring and hearts brim over with goodwill and joy. But this visual would be quite incomplete; in fact shocking if all you saw were the reindeer pulling the sleigh with all the bells and whistles without the Santa riding in it, now wouldn’t it?

That’s what organizations have to constantly guard against when it comes to building and breathing Culture…it’s easy to plant the tree, decorate it with bells and whistles, put fairy lights on it and sparkly star atop but tough to get it to take deep roots and grow taller. Culture needs a face and voice; usually it’s the Ceo and/or founder of the company.

Often, leaders in their haste set about laying the foundation of Organizational Culture with gusto and enthusiasm only to realize that’s it’s not a project or a product, it’s not a program or a process, certainly not a race or a sprint! It’s an ultra-marathon! Just putting together nuts and bolts of Culture such as training programs, websites and posters, scorecards and rewards is never going to be enough. .

To build, drive and sustain culture leaders have to “run their talk”, “change their language”, “act in accordance”, “protect it when push comes to shove” and “lean on it when torn by conflict”.

Deeply Believe before they Optically Do!

To everyone who is the Culture architect, Culture crusader, Culture evangelist, it’s time to go beyond the bells and whistles and be like the Santa with a constant twinkle in your eye, eternal spring in your foot and forever gusto in your laughter!

Dig deep, Ignite the fire, Leave a legacy…Merry Xmas!

 

Serendipitously in search of Destiny…

Rumi 13th Century Poet

“What you seek is seeking you” said Rumi, 13th century Persian scholar, poet and sufi mystic. In recent times, Shahrukh Khan, popular bollywood hero said something similar which caught the fancy of the nation – Agar kisi cheez ko dil se chaaho to puri kayanat usey tumse milane ki koshish mei lag jaati hai (If you yearn for something with all your heart, the entire universe conspires to make it happen)

So far, I did not believe Destiny (Karma) and Serendipity (Chance) had anything to do with each other. But winds and waves of life and time continue to illuminate…Let me explain.

When few months ago, I chanced upon Mumbai Marathon from my balcony, little did I know how that would change my life. Transfixed, mesmerized I watched 40,000 people run their guts out for hope, life, love…Took me a while to understand that “Each of them had a story”

Driven I knew I wanted to be out there running with them next year (2017). But first I had to find “My story”! It took me many months to realize that to go through any life changing experience (and running a marathon is certainly one) besides our family and friends; we need two people in our lives:

One a Trainer who will train our bodies to be stronger – help us workout like a madman/woman, become disciplined like a soldier and fixated on the goal like the Arjun of Mahabharata. I searched and found one. We have a great love/hate relationship 🙂

Second a Life-Coach – it is tough, nearly impossible to tame your mind and control your restlessness without the coach. The coach helps introspect, reflect and enables discovery of authentic self. Thankfully the coach found me! Time will tell how this goes

It is true, once you set out on a path, it does get lit, all roads begin to lead to where you want to go, and you meet fellow travelers on the same voyage as you are…almost miraculously!

So, no longer alone or lonely in this quest…Faith surges stronger in my body, mind and soul.

Rest as the story unfolds…