The definition of culture as a noun is: the arts and other manifestations of human intellectual achievement regarded collectively. However, the definition of the same word, culture, as a verb is: maintain (tissue cells, bacteria, etc.) in conditions suitable for growth.

So my question to you as a business owner, executive, or leader is, “Which Culture Are You Growing?”

Often times, we hear people reference, including myself, that it is great to be around ‘like-minded’ individuals. But we must realize that this works in both positive and negative ways. I work with a lot of great companies, business leaders, and community activists and one of the largest challenges they all face, even at home at times, is that they are looking to cultivate, improve, or enhance their culture. But if they are not familiar with these two different definitions of Cultures they may be cultivating, enhancing, or even improving – in a negative way – the wrong one.

I had a meeting last week with a very intelligent Vice President of a corporation and he was explaining as well as inquiring how I help organizations with re-branding. Like many successful companies, they must continue to go to the next level and to do so sometimes requires a re-brand. His organization is going to be going through a complete ‘overhaul’ as most would refer to it and he was concerned that although he felt most were on board, there were some that may not be and was curious how I help companies overcome that?

The first thing I pointed out, as I do with most business leaders that I work with; is that it was not the re-branding that I felt he was truly concerned with, it was the culture his company had versus what they wanted to have. You see, this gentleman is the Vice President of Marketing and Sales and quite honestly with his background, leadership, and knowledge; I was confident that the re-branding itself both internally as well as with their customers, would be under complete control. Most of my clients do; as they all invest a great deal of time, energy, and money doing market research, demographics, and consultations with professionals like myself before they even determine the direction or brand they are going to move forward with.

Once he confirmed that we were on the same page and he was not really hesitant about the branding; we dove into the true concern. The Culture; a true culture. As I mentioned initially in this column; there are two types of cultures I believe exist not just in scientific study. One that collectively utilizes the intellectual knowledge of their team dynamics and components to work towards the same outcome, result, passion, and mission. The other; like bacteria, creates a culture that ‘maintains’ growth but in a negative fashion working against the overall outcome, result, passion, or mission. This bacteria can be one individual, a department of individuals, or an entire organization depending how long it has been harvesting. Because it can harvest slowly and was specifically designed to have ‘maintained growth,’ it may not appear to be negative all the time. Like any infection it can have moments of what would seem like recovery from bandage treatments, similar to antibiotics, in which leadership members try to motivate or inspire the infection. The largest complications however that leadership members face: Not knowing what truly motivates or inspires those specific members of the culture AND not wanting to make difficult decisions like pulling the life plug on those members if they don’t want to…CHANGE.

So we discussed some of the following that must always be taken into consideration.

1) Are all members of the Executive Leadership and Management Teams part of the Culture that is a Noun or the Verb?

• In my previous company, TITANIUM Business Development, Inc. I was able to do independent and confidential consultations to ensure that all team members want to collectively work towards the same mission, passion, outcome, result, and Culture. Having an unbiased third party do this, as my current clients would give testimony to, is priceless and invaluable. It not only uncovers potential hiccups but also shows a genuine concern for their input on the direction being taken.

2) What language, physiology, and colors are used by leaders when talking about changes to their teams?

• Inadvertently many times leaders will instill unnecessary concerns or pre-empt their teams to be more stressed than needed, simply by the language the leaders are using; all while trying to show empathy for an upcoming change. Physiology in the way or place they stand or sit while talking to them and colors in which they wear all have great psychological impact on those around us and without fully understanding them, we can actually have an adverse effect on the outcomes we are seeking. Much like taking the wrong antibiotic or medicine for infection; it has the opposite result.

3) Change doesn’t have to be scary or involve major shifts.

• If you have not read the book, The 2 Degree Difference by Dr. John Trent, it is an excellent, quick read written in a parable; describing an overview of how major changes each just require minor adjustments to have larger impacts in the long run. People fear change because it is an unknown. However when you empower them with tools and skills in which they can build their Confidence, to take more of the right Actions, and achieve the ultimate Results; that fear goes away. My personal and professional passion is just this. Teaching, coaching, and consulting individuals and corporations how to create a Synergy within themselves when they master the congruency of the power of the unconscious mind. Even those that you may have thought previously you would have to let go, may just have needed to have a better understanding, in their own way of course, the outcome that was being sought. They may have skills better suited for another position in which everyone wins or may be relieved to realize they are just in the wrong culture for them. Either way, change doesn’t have to be scary or major.

So whether you want to cultivate, improve, or enhance the culture in which you have either at work or at home; make sure you first determine if you have a noun or a verb to adjust your approach and take the proper actions.

“You are either growing or dying, there is no such thing as stagnant.” – Jacque Georgia

CONFIDENCE. ACTIONS. RESULTS. ™