Courageous Cultures Buchzusammenfassung - das Wichtigste aus Courageous Cultures

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Zusammenfassung von Courageous Cultures

Name: Courageous Cultures
Rating: 4.3 (164 reviews)
Author: Karin Hurt and David Dye

Karin Hurt and David Dye

How to Build Teams of Micro-Innovators, Problem Solvers, and Customer Advocates

4.3 (164 Bewertungen)

21 Min.

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Courageous Cultures
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What’s in it for me? Learn how to inspire your staff to speak up.

You’ve probably encountered employees who are afraid of speaking up. Perhaps they see that something’s not right within their company, but they don’t want to stick their heads above the parapet.

Initially, this may seem like a safe tactic – but, in the long term, it actually holds people back from growing. It also stops companies from reaching their full potential. To encourage employees to speak up, you need to help them feel safe and supported. And that means building a courageous culture in your workplace. These blinks will show you how to create such an environment. As your colleagues begin to open up and share their views and ideas, both they and your business will benefit.

In these blinks, you’ll learn

why anger is sometimes a gateway to creating a courageous workplace;
how to weed out schmoozers; and
when to use curiosity and clarity to foster culture.

In today’s increasingly automated world, creating a courageous culture is vital for growth.

Picture yourself managing enthusiastic, confident self-starters and team players. Every day, they approach you with novel ideas. They want to tell you about an innovative service that will reach new customers, or a cost-saving device that could revolutionize the delivery of a product.

Or perhaps they just want to hang up a bulletin board and use it to post birthday greetings – a proven morale booster.

Big or small, new ideas are the lifeblood of a company. However, if managers don’t have the proper culture set up to receive those ideas, the company will squander its most valuable asset: the minds of its employees.

The key message here is: In today’s increasingly automated world, creating a courageous culture is vital for growth.

We’re living through an automation revolution. Robots and computers are taking over much of the routine work that used to fall to us humans. However, computers can’t encourage people to speak up and share their best ideas so the company can thrive and grow. They can’t empathize and coach, connect and create. We still need people for that.

Moreover, in today’s gig economy, many employees no longer want to stick around an office doing a nine-to-five job if they can have more flexibility elsewhere. Studies show that one in three employees get money from contracts and freelance projects – and just under half of college students said they would rather be entrepreneurs than employees.

In this environment, creating a courageous culture has become extra important. This culture can serve as a huge incentive to keep those valuable employees in place when they hear the siren call of freelance work. If staff feel comfortable speaking up in the workplace, it means they also feel heard and appreciated.

If you can create a courageous culture, you’ll be able to attract the kinds of employees who will bring value to your company. You’ll have microinnovators – people who always look for small but effective ways to make things better, easier, or faster. Then, there are the problem solvers – who treat the workplace like their own company and try to find solutions. And, last but not least, your customer advocates are always working to meet clients’ needs.

In the following blinks, you’ll learn how to create a courageous culture that’ll retain these valuable employees – and guide your company to success.

Replacing a toxic culture with a courageous one will give employees the confidence to share their ideas.

Here’s the million-dollar question: Why don’t people speak up at work?

The reasons are many and varied. Sometimes, people don’t offer new ideas because they think their managers don’t value innovation and that their ideas won’t have an impact.

Find the right mix of curiosity and clarity, and your employees will reward you with great new ideas.

After his meeting, David returned to the office of the nonprofit he led – and found his assistant in tears. A habitually rude donor had unleashed an outburst on her.

David was furious. Although the donor represented big bucks, David wrote him a terse letter. It explained that the man’s behavior had been unacceptable, and that the donor could now only visit the NGO by appointment.

When managers show gratitude and invite employees to participate, everyone benefits.

Imagine you come up with a workaround that can save your coworkers lots of time. You bring up the idea with your manager, but she shoots you down: “That’s not what I hired you to do. Stick to your job description.”

Many employees report having ideas disparaged or ignored. But what if the reverse were true? What if bosses were constructive and supported those who offered new ideas?

Don’t just replicate great solutions – instead, tailor their core principles to your work.

Imagine a team manager who organizes a feast every year: sausages made of game he’s hunted himself, handmade noodles, sauce with vegetables he’s grown in his own garden. His staff really looks forward to this annual event.

In the same company, the manager of a different team wants to create a similarly spirited event – but she worries she’ll never be able to put together anything as elaborate.

To build infrastructure for courage, hire the right people and train them well.

We’ve talked about how we can grow as managers to encourage our employees to speak up. Now let’s take it a step further. How can we create systems and structures that make a courageous workplace?

It requires creativity and intention. But, if you get it right, you’ll be so much closer to building an environment that attracts the best and the brightest.

Managers should create a culture in which every individual feels seen and heard.

Close your eyes, and imagine your workplace. Think of the coworkers who sit across from you and next to you, and the ones you only see at lunchtime or in meetings.

Chances are, you’re a pretty mixed bunch. Even though you’re working in the same industry, you’re all individuals with different personalities. These differences can make it hard to create a cohesive culture – hard, but not impossible.

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Worum geht es in Courageous Cultures?

Courageous Cultures (2020) is a practical guide to improving productivity and morale in your organization. It offers case studies, tips, and advice for managers looking to create their own “courageous culture”: an environment where everyone feels comfortable speaking up.

Wer Courageous Cultures lesen sollte

Corporate executives
Managers who want to improve morale and productivity
Anyone interested in good leadership

Über den Autor

Karin Hurt is a former Verizon Wireless executive, Inc. magazine leadership speaker, and producer of the weekly blog Asking for a Friend. Her husband, David Dye, is the host of the Leadership Without Losing Your Soul podcast. Together, the couple have written Overcoming an Imperfect Boss, Winning Well and The Seven Things Your Team Needs to Hear You Say.

Kategorien mit Courageous Cultures

Management & Leadership Corporate Culture

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