Tag Archives: corporate culture

5 quotes on corporate culture

Corporate culture is a term used to describe the beliefs, values, and processes that provide a company with its own unique flavor and attitude. It’s really about the attitude of everyone involved with the organization. Here are some nuggets of wisdom to share with your team.

“To be an enduring, great company, you have to build a mechanism for preventing or solving problems that will long outlast any one individual leader.” ― Howard Schultz

“A company’s culture is often buried so deeply inside rituals, assumptions, attitudes, and values that it becomes transparent to an organization’s members only when, for some reason, it changes.” – Rob Goffee

“If every day at work feels like a Friday, then you are doing what you were meant to do.” 
― Alan W. Kennedy

“The word attitude doesn’t mean you should be committed and loyal to your supervisor. Attitude means dedicated, committed and more clinical to the work you do and the company you’re doing the work for.” 
― Vivek Thangaswamy

Company cultures are like country cultures. Never try to change one. Try, instead, to work with what you’ve got.” – Peter F. Drucker

Is Corporate Philanthropy part of your Culture?

Corporate philanthropy has always been a big part of McNeill Nakamoto’s culture. Tonight we are hosting the 6th annual GrapeJuice wine auction & tasting benefiting Big Sisters of BC Lower Mainland. Big Sisters is our main philanthropic focus, but we continue to support our community as a whole in many different ways.

Many years ago, when we were a young company, we became one of the original participants of the Social Purchasing Portal (SPP). The SPP provides an on-line environment for business-to-business procurement transactions to leverage community economic development activity. This group of businesses, through their procurement policies and buying from the list of SPP suppliers, put social corporate responsibility into practice and create a social value for the community.

When we make decisions about suppliers McNak uses, we look to see if there are other members in the portal. One such member is Mills Basics. They are our office supplier of choice, and this video illustrates the great reasons why. On top of their corporate social responsibility, Mills Basics provides excellent customer service, and as their customer, we certainly appreciate it.

Corporate Culture Mindset

“Culture eats strategy for lunch”

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Corporate Culture Mindset
Image compliments of Human Resources MBA Degree Guide

Human Resources at 30,000 feet

30,000 feetAre you leading the way you want to be led?

Are you really that good? We’d be kidding ourselves if we thought we were perfect leaders.

The M word. Nothing can unsettle a competent employee more than when a manager takes their title name too seriously. The title ‘Manager’ for tradition’s sake should be made extinct along with its sidekick, ‘micro’. The most common theme I hear in human resources is the growing frustration of leaders oscillating from task management to accountability metrics with no apparent awareness of the bigger picture and it’s tie in to the company’s core vision.  It’s kind of like treating the symptom not the cause. A knee jerk reaction not only applies to medicine but also to management. When operated in such a manner ‘A’ players eventually leave the organization.

It’s a simple as this. An effective leader’s primary concern should be the ability to acquire and retain the best people. Once you have them, the key objective is to grow and develop your top talent.  The juggle today is that you must do this and also create a very real connection to these individuals. And it’s a delicate balancing act. Too much of one and not enough of another could shift the experience of whether or not an individual will thrive under your leadership. (Or lack thereof). The rock star CEO is so over. Just like the internet has made companies more transparent, great companies require their leadership to be real, and to truly be human.

Show don’t tell. It’s an age-old statement that goes back to primary school. No one likes to be told just as no one likes to be managed. No competent leader I’ve ever known enjoys the proverbial ‘management’ part of managing. Who would really? It’s kind of like glorified child minding except children are much sharper now and far more fascinating. When you ‘manage’ someone you are saying that ‘you’re not capable of managing yourself’ and ‘you’re not responsible to do what you say you’re going to do when you said you were going to do it’. It essentially shows a vote of non-confidence to their commitment to action.

Tom Peters made famous,  ‘manage by wandering around’. When you walk around you learn things but most importantly you get on the same level as the rest of your team by doing this basic step. And do you ever learn about the pulse of the organization and it’s closeness to the company’s core values. If there is one piece of experience I have learned over the years as a business owner it is to do just that – walk around.   I love to walk up to an individual’s work space and ask the question, ‘What’s happening in your world right now?’ From there I am able to learn not only where they are at, but how they are approaching or considering their challenges. In many instances I will also learn something about what’s happening in their personal world too, leaving us both feeling better connected.

When you put yourself as a leader into one that is more of an approachable, getting ‘into the trenches’ role, you grow abilities and remove the roadblocks that might demotivate an employee. And the neatest thing is when I say something that really catches their attention that is relevant to them and they say ‘that was so helpful! I’m glad we spoke!’ Listening to them, by acting as a coach, looking at the framework of the world that employee lives in, you start to see more and have a better connection to that individual. Try to put yourself into their paradigm. Their lens is their reality. It’s their paradigm, not yours. By setting strategy in this context you achieve a complete picture and not the bits and pieces found in task management. And best of all, being closer to your team lets people feel more comfortable to speak and make comment. They are most likely going to feel that their opinions and feedback may be heard.  Spontaneous time with your team is so important. It’s those times together where I think, on reflection, I’ve learnt the most and received some of the most valuable feedback or ideas from individuals.

Jim Collins’ quote, ‘Greatness is not a function of circumstance. Greatness, it turns out, is largely a matter of conscious choice, and discipline.’ Is dead on.  Leadership ‘greatness’ is a skill that takes mindful practice. Here! Here!

Bullying in the Workplace

We all know that bullying occurs in schools amongst children and teenagers, but we often forget that bullying also takes place in offices all over.

Bullying can take many forms in the workplace.  Some include being falsely accused of mistakes, being constantly criticized, use of double standards, yelled at, criticized for appearance, deriding comments, etc.

A recent study found that 35 percent of workers reported they have felt bullied on the job and 17 percent decided to quit their jobs to escape the situation.

Many incidents of aggressive or unreasonable behavior against a co-worker go unreported, but when they do, over half the time the HR department has done nothing to take action.

In an article earlier this month, BC Business magazine offers some advice on How to Handle an Office Bully.

It is important to be are aware of the tone we use not only in our voice, but in our internal email communication with co-workers. Even an exclamation point can come across the wrong way.

Workplace Culture – Surprising Truths Revealed in Survey

Culture. It’s what we at McNak think about with every recruit we take on. Culture is such a big part of why new hires stick; a perfect piece in a complex puzzle.  This Inc. article reveals some surprising truths behind perceptions of executives and employees. Some wise words are shared that give pause to think about our own organizations and how we perceive culture.

For those that must know the survey results now, click here.

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photo credit: Jason Hargrove

5 Steps to Hiring a Superstar

Anyone can find and hire a superstar. A superstar is a top producer, someone you would re-hire without a second thought if you had to start your company all over again. Here are 5 steps that can help you attract and identify superstars for your company.

  1. Be the best.  You don’t want to hire people who will settle for working just anywhere. You want to hire people whose standards are high and who only want to work for the best. Promote the benefits and reputation of your company to attract those individuals who are waiting for the opportunity to come work for you.
  2. Create better jobs.  The best people are looking for jobs that challenge and stimulate them. The best will leverage competencies, behaviours, energy and skill in the right proportion.
  3. Write compelling job descriptions. Job descriptions should be more than a grocery list of required skills, they should sell your vision; they should be exciting and speak to your corporate culture, and should compel ideal candidates to apply. A good ad ties in performance objectives and corporate values as well as interesting job perks.
  4. Demonstrate job potential.  Good candidates want positions that offer growth opportunities along with challenges. Workers need to feel they have a future with the company. If their purpose is to grow with the company, and you don’t give them the opportunity, they will move on, even if they are treated well.
  5. Recruit well. Recruiting is an entire process, not just the double whammy of ‘find’ and ‘hire’.  Hire for potential then train for skill. Know what you need, and trust what feels right.
photo credit: svenwerk