Page 23 - GreenMaster Fall 2022

a Great
Communicating
Culture
expect their Return on Intention (yes, a play on words) on this virtually zero- cost approach will be increases in:
1. Employee Intention / Attention / Caring
2. Employee Performance
3. Customer / Client Satisfaction
4. Earnings / Profitability
5. Team Dynamics / Teamwork
6. Overall Creativity
7. Safety
8. Employee Loyalty / Retention
This is a Win on happy employees, a Win on enjoyable workplaces, a
Win on productivity and creativity, a Win on loyalty and retention and a Win on customer / client satisfaction.
I want to bring another voice into this topic as back up. Simon Sinek is one of today’s most influential speakers, consultants and authors on the topics of leadership, communication and corporate culture. Two of Simon’s most popular quotes are as follows:
• “The leaders who get the most out of their people are the leaders who
care most about their people.”
• “Leadership is not about being in charge. Leadership is about taking care
of those in your charge.”
When it comes to next-steps I imagine you are asking two questions here:
1. How can each of us start leading with empathy?
2. How can this even be possible since I am only one person, or my team
is only one department in a larger ‘machine.’
I think I can answer both questions at the same time. I get it, your
influence may be limited to only yourself or your team, and that is OK. While you can’t change the organization, you can still have positive impact. For example, we can all make sure the people we work with feel respected. If you lead a team, make sure they all know how their work supports the companies’ vision, mission, and values. Another great exercise is to explore what you want your workplace reputation to be with each other and with your clients. Then, talk about how they can make that happen – even a little bit.
Also, accept it is a marathon, not a sprint, you must be in it for the long hall. Adapting to change is a learning process. While you are learning, growing and trying new approaches, your team are also learning to trust the new corporate culture you are building. I assure you; your team will respond, and before you know it you and your team can begin experiencing the benefits I previously shared.
So, go ahead and start making change where you can. See your team and your clients a different way. Decide you are going to be the change you want (I know, cliché). Seriously, start asking your people what they need to be their best. They might be shy at first, but they know exactly what they need to be happy and amazing. Help them build trust in the process. Don’t let them focus on what they can’t do, instead help them focus on what they can do.
The best change starts small. Then before too long it becomes familiar, trustworthy, empowering and something others want to be part of. Being an empathetic leader really is a superpower. I encourage you to start planning what two things you can start doing to create a corporate culture where you and the people around you can say, “I know we share values; I know I can count on you, and I want you to know you can count on me.” GM
Leading and with Empathy
GreenMaster • CGSA • 23
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