Colin on Culture

In this episode I discuss the pervasive issue of bullying in the workplace, highlighting alarming statistics from recent reports. Let's get into what actually is bullying, how does it manifest and what's the impact in the workplace? I also provide actionable strategies for addressing bullying, including documentation, assertive communication, and building support networks, while stressing the importance of a healthy workplace culture. Episode takeaways: 49% of staff in a toxic culture reported bullying experiences. Bullying can occur in various forms, including online and offline. Criticism, humiliation, and social exclusion are forms of bullying. Micromanagement is a common form of bullying in workplaces. Gossiping about colleagues contributes to a toxic environment. Documenting incidents of bullying is crucial for addressing the issue. Assertive communication can help combat bullying behavior. Building a support network is essential for those affected by bullying. Seeking professional help is a sign of strength, not weakness. Connect with Colin: ⁠⁠⁠www.colindellis.com⁠⁠⁠ Take the free Five Cultures Quiz: ⁠⁠⁠https://www.colindellis.com/culture-quiz⁠⁠⁠ Order DETOX YOUR CULTURE ⁠⁠⁠https://www.amazon.co.uk/Detox-Your-Culture-Strengthen-Organizations/dp/1399414070

In this episode of the Culture and Coffee podcast, I discuss the critical relationship between culture and strategy in organisations. I emphasis that while culture can overshadow strategy, effective strategy is essential for fostering a positive culture. I explore the characteristics of good strategy, the importance of clear communication, and the need for regular reviews to adapt to changing circumstances. I also highlight the role of culture in executing strategy and achieving success. Connect with Colin: ⁠⁠www.colindellis.com⁠⁠ Take the free Five Cultures Quiz: ⁠⁠https://www.colindellis.com/culture-quiz⁠⁠ Order DETOX YOUR CULTURE ⁠⁠https://www.amazon.co.uk/Detox-Your-Culture-Strengthen-Organizations/dp/1399414070

We all make mistakes. Every team and organisation makes mistakes. We can learn from them but when we repeat them we're on a path to failure. Take the alarming statistics surrounding project failures and digital transformation that we see year after year as fundamental mistakes are repeated. In this episode I outline three key themes that contribute to consistent failure: poor communication, inadequate planning, and a resistant culture. By way of a solution I'm advocating for proactive measures to document mistakes, clear expectations, and fostering a culture of learning and resilience. Connect with Colin: ⁠www.colindellis.com⁠ Take the free Five Cultures Quiz: ⁠https://www.colindellis.com/culture-quiz⁠ Order DETOX YOUR CULTURE ⁠https://www.amazon.co.uk/Detox-Your-Culture-Strengthen-Organizations/dp/1399414070

Feedback is vital when you're building a culture of continual improvement. The common practice of organisations only seeking feedback once a year through engagement surveys and then doing little with the feedback or taking too long to act on it is counter-productive. It serves only to stagnate the culture and frustrate employees. Leaders and managers need to take immediate action on feedback to build trust and confidence. In this episode I explore the two facets of feedback: employees providing feedback on the organisation and managers providing feedback to employees and look at how we can develop the skills to give both positive and negative feedback effectively. Takeaways from this episode Developing a culture of asking for feedback is crucial for continual improvement. Organisations often only seek feedback once a year through engagement surveys and do little with it, undermining engagement and reflecting poorly on leadership. Feedback should be acted upon immediately to build trust and confidence in the organisation. Employees providing feedback on the organisation and managers providing feedback to employees are both essential. Managers need to develop the skills to provide feedback in the moment, both positive and negative, to encourage growth and improvement. Connect with Colin: www.colindellis.com Take the free Five Cultures Quiz: https://www.colindellis.com/culture-quiz Order DETOX YOUR CULTURE https://www.amazon.co.uk/Detox-Your-Culture-Strengthen-Organizations/dp/1399414070

In this episode I discuss the importance of purpose in workplace culture. Purpose is often misunderstood and overlooked, but it is crucial for driving engagement and motivation in employees. Let's look at the connection between an organisation's purpose and the individual sense of purpose that employees feel. I also provide some examples of purpose statements for companies around the world, and look at the negative impact of compromising or misunderstanding purpose especially in these times rising employee activism. Takeaways include: Purpose is crucial for driving engagement and motivation in employees. An organisation's purpose should shape culture and decision-making. Purpose statements should be clear and meaningful, and align with the organisation's values. Compromising or misunderstanding purpose can lead to disengagement and productivity drain. Employee activism is on the rise, with employees holding organisations accountable for living up to their purpose. What kind of culture do you have right now? Take the free Five Cultures Quiz and find out: ⁠www.fiveculturesquiz.com Timestamps 00:00 The Importance of Purpose in Workplace 03:24 How Purpose Shapes Culture and Decision-Making 09:41 The Negative Impact of Compromising Purpose 13:52 Purpose-Driven Work Projects Energy and Passion 17:09 The Rise of Employee Activism Useful links 🔗 Connect with Colin on ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠LinkedIn⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Download ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠the Culture Whitepapers for managers and senior executives Subscribe to the ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Making Great Work Happen⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ weekly newsletter 🎙️ Check out ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Inside Out Culture Podcast⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ where myself and Cath Bishop get behind the headlines of cultures making the news to extract the learnings and insights, good and bad.

In this episode I discuss the three levels of toxic culture and the signs to look out for at each level. I also underline the importance of addressing toxic culture early to prevent it from becoming harmful. Episode takeaways Toxic culture can be categorised into three levels: combatant culture, corrosive culture, and harmful culture. Combatant culture is characterised by high engagement but low emotional intelligence, leading to stress, unclear priorities, and passive-aggressive communication. Corrosive culture involves bullying, harassment, favoritism, and unethical behaviour, and it can cause physical and mental health issues. Harmful culture includes physical assault, emotional cruelty, fraud, and overt discrimination, and it requires a significant effort to turn it around. It is crucial to address toxic culture early to prevent it from escalating and causing long-term damage. What kind of culture do you have right now? Take the free Five Cultures Quiz and find out: www.fiveculturesquiz.com Timestamps 01:55 The Three Levels of Toxic Culture 06:14 Combatant Culture: Signs and Impact 13:21 Corrosive Culture: Bullying and Harassment 18:00 Harmful Culture: Physical Assault and Fraud 21:52 Importance of Assessing and Addressing Culture Useful links 🔗 Connect with Colin on ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠LinkedIn⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Download ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠the Culture Whitepapers for managers and senior executives Subscribe to the ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Making Great Work Happen⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ weekly newsletter 🎙️ Check out ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Inside Out Culture Podcast⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ where myself and Cath Bishop get behind the headlines of cultures making the news to extract the learnings and insights, good and bad.

In this episode of the Culture and Coffee podcast I'm looking at loneliness. There are multiple studies showing loneliness has increased since the pandemic and its negative effects on health and wellbeing are just starting to come to light. I look at how hybrid work can contribute to a sense of loneliness and a loss of connection, plus the crucial learning and mentoring that our early career colleagues (who may never have worked in an office) are missing out on. This is not to say that flexibility is bad - after an era of zero flexibility and understanding of what it is to create a sense of balance or manage multiple obligations, this re-imagining of work was long over due. But where are we now? What are the implications? And how can we create workplace cultures that enable employees to thrive while safeguarding wellness. Why This Matters: Loneliness isn’t just a personal issue; it’s a workplace challenge that affects productivity and overall well-being. By addressing it head-on, we can create healthier, more engaged workplaces. Useful links 🔗 Connect with Colin on ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠LinkedIn⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Download ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠the Culture Whitepapers for managers and senior executives Subscribe to the ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Making Great Work Happen⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ weekly newsletter 🎙️ Check out ⁠⁠⁠⁠⁠⁠⁠⁠⁠Inside Out Culture Podcast⁠⁠⁠⁠⁠⁠⁠⁠⁠ where myself and Cath Bishop get behind the headlines of cultures making the news to extract the learnings and insights, good and bad. Timestamps Introduction to the Podcast (00:00:05) Colin introduces himself and the "Culture and Coffee" podcast, highlighting its focus on workplace culture. Topic of Loneliness (00:01:31) Colin discusses the prevalence of loneliness in office-based work, especially in hybrid environments post-COVID-19. Surgeon General's Report (00:02:55) He references Dr. Vivek Murthy's report declaring loneliness a lethal pandemic, equating its effects to smoking 15 cigarettes daily. Flexibility in Work (00:04:11) Colin emphasises the need for increased flexibility in work arrangements to combat loneliness and improve employee wellbeing. Duty of Care (00:04:51) He discusses employers' responsibility to address the root causes of loneliness and burnout rather than just symptoms. Statistics on Loneliness (00:06:28) Colin shares statistics showing the high prevalence of loneliness among employed adults and its impact on productivity. Generational Perspectives (00:07:50) He notes that Gen Z employees value in-office work for social connection, contrary to common beliefs about younger workers. Hybrid Work Challenges (00:08:51) Colin critiques how many organisations poorly implement hybrid work, emphasising the importance of flexibility and collaboration. Observable Signs of Loneliness (00:09:54) He outlines five observable signs of loneliness in employees, including decreased engagement and productivity. Impact of Loneliness (00:14:04) Colin explains the detrimental effects of loneliness on mental health, including difficulty sleeping and focusing. Strategies to Combat Loneliness (00:15:08) He introduces practical strategies for organisations to connect employees and foster a sense of belonging. Engagement and Culture (00:17:15) Colin stresses the importance of redefining workplace culture to enhance engagement and reduce feelings of loneliness. Communication in Teams (00:19:02) He highlights the significance of establishing communication norms within teams to improve connection and reduce loneliness. Understanding Loneliness (00:20:08) Colin shares a personal experience of feeling lonely at work and the importance of communication. Social Interaction at Work (00:21:02) Discussion on the necessity of social interactions during work hours, beyond just after-work events. Fostering Connection (00:22:03) Emphasising the need for connection among employees to build empathy and understanding in the workplace. Importance of Productivity (00:24:16) Highlighting how productivity should focus on outputs rather than mere availability, addressing employee trust. Addressing Loneliness as a Pandemic (00:26:37) Colin stresses organisations' responsibility to create supportive environments to combat loneliness and promote well-being.

Let's delve into the vital topic of scaling culture within organisations. Drawing from my experiences with startups and mergers, I underscore the necessity of evolving and scaling culture as businesses expand. I highlight the importance of deliberate action in maintaining organisational values and practices and touch on the impact of social connections and the pivotal role managers play in upholding culture. Key takeaways Define and Communicate Core Values: Ensure everyone in the organisation understands and lives by the core values. Foster Social Connections: Create opportunities for employees to build strong relationships. Adapt Cultural Practices: Continuously evaluate and adapt cultural practices to meet new challenges. Empower Managers: Equip managers with the tools and resources to be effective cultural ambassadors. Leverage Technology: Use digital platforms to enhance communication and engagement. Useful links 🔗 Connect with Colin on ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠LinkedIn⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Download ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠the Culture Whitepapers for managers and senior executives Subscribe to the ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Making Great Work Happen⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ weekly newsletter 🎙️ Check out ⁠⁠⁠⁠⁠⁠⁠⁠Inside Out Culture Podcast⁠⁠⁠⁠⁠⁠⁠⁠ where myself and Cath Bishop get behind the headlines of cultures making the news to extract the learnings and insights, good and bad. Timestamps ⌚ Scaling Culture (00:00:01) I discuss the timely topic of scaling culture and share my upcoming speech for a startup in Zurich. Challenges of Scaling Culture in Startups (00:01:14) I share insights on the challenges faced by startups in maintaining their culture as they grow. Merging Cultures in Organisations (00:03:12) I discuss the process of merging cultures when companies acquire or merge with others. Scaling Culture in Growing Organisations (00:05:08) I emphasise the need for organisations to reevaluate their values and culture as they grow. Dunbar's Number and Social Connections (00:07:08) I explain Dunbar's number and its impact on maintaining social connections within a growing organisation. Maintaining Passion and Connection in Growing Organisations (00:09:12) I discuss the importance of maintaining passion and connection as organisations grow. Deliberate Action in Scaling Culture (00:12:32) I emphasise that scaling culture requires deliberate action and doesn't happen by chance. Evolution and Scaling of Culture (00:14:34) I emphasise the evolution and scaling of culture, highlighting the need for constant positive evolution.

In this episode I am delving into the complexities and opportunities presented by a multigenerational workforce. For the first time in history, four distinct generations—Baby Boomers, Generation X, Millennials, and Generation Z—are working side by side. This convergence has significant implications for workplace culture, management styles, and organisational success. Let's look at each generation's defining characteristics, shaped by historical events, music, and technological advancements, and how we can use this knowledge to motivate and collaborate across the years! By fostering a safe and respectful culture, leveraging technological advancements, promoting intergenerational collaboration, adapting management styles, and embracing modern work practices, organisations can create an inclusive workplace where everyone can do and be their best. In this episode I tackle: Multigenerational workforce and its impact on workplace culture Importance of understanding and accommodating the preferences and needs of each generation Influence of music and technological advancements on generational identity and work preferences Values and priorities of different generations in the workplace Creating a safe and respectful culture for all generations Education, empathy, and understanding in navigating generational differences Building a multigenerational culture to bridge the gap between different generations Importance of open and honest conversations about sensitive topics. Useful links 🔗 Connect with Colin on ⁠⁠⁠⁠⁠⁠⁠⁠⁠LinkedIn⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠Download ⁠⁠⁠⁠⁠⁠⁠⁠⁠the Culture Whitepapers for managers and senior executives Subscribe to the ⁠⁠⁠⁠⁠⁠⁠⁠⁠Making Great Work Happen⁠⁠⁠⁠⁠⁠⁠⁠⁠ weekly newsletter 🎙️ Check out ⁠⁠⁠⁠⁠⁠⁠Inside Out Culture Podcast⁠⁠⁠⁠⁠⁠⁠ where myself and Cath Bishop get behind the headlines of cultures making the news to extract the learnings and insights, good and bad. Timestamps ⌚ The multigenerational workforce (00:01:16) Discusses the significance of having four generations in the workforce and the impact of the cost of living crisis. Understanding the generations (00:02:29) Explains the importance of avoiding ageism and the need to build a workforce fit for all age groups. Baby boomers (00:03:35) Defines the characteristics and events that shaped the worldview of the baby boomer generation, born between 1946 and 1964. Generation X (00:08:07) Describes the characteristics and events that shaped the worldview of Generation X, born between 1965 and 1980. Millennials (00:11:18) Explores the characteristics and events that shaped the worldview of millennials, born between 1981 and 1996. Generation Z (00:16:25) Discusses the characteristics of Generation Z, born between 1997 and 2012, and their impact on workplace culture. Generational differences in socializing (00:20:24) Discussion on the preference for in-person interaction among Generation Z despite digital interactions being the norm. Impact of artificial intelligence on different generations (00:21:23) Insights into the usage and perception of artificial intelligence across different generations. Music defining Generation Z (00:22:25) Exploration of the music preferences of Generation Z and its impact on generational differences. Work preferences and the importance of culture (00:22:49) Importance of a safe, respectful work culture across different generations and their varying priorities in the workplace. Building a multigenerational culture (00:24:53) The significance of deliberately creating a multigenerational culture, understanding generational behaviors, and promoting empathy. Challenges in discussing generational differences (00:25:59) Addressing the fear and hesitancy in discussing generational differences and the need for education and empathy in these conversations. Creating harmonious workplaces (00:27:01) The importance of educating oneself and managers to create respectful, harmonious workplaces for all generations.

In this episode of the Culture and Coffee podcast, I delve into the pivotal role that leaders play in shaping and influencing organisational culture. I provide insights for leaders, managers, and HR professionals on how to embody and foster a positive culture within their teams and organisations.  I'll be looking at the problems people have: Leaders often perpetuate the opposite culture that they're looking for Toxicity is created by leaders Leaders want results but don't role model the behaviours expected to get them. 👉 This episode covers: The Importance of Role Modelling Culture - Setting the Tone from the Top Leadership is inherently challenging, but it is crucial for leaders to embody the culture they wish to see in their organisations. Leaders set the tone for the entire organisation, and their behaviours and actions are closely observed and often emulated by their teams. The Ripple Effect of Leadership Behaviour I discuss the amplification of leaders' behaviours and the ripple effect they have on the entire business. Positive leadership behaviours such as empathy, compassion, and innovation can significantly enhance organisational culture, while negative behaviours can perpetuate a toxic environment. The Role of Managers in Shaping Subcultures I highlight the significance of managers in shaping subcultures within an organisation. Investing in developing good managers is essential for building and protecting a positive organisational culture. Upholding Agreements and Maintaining Consistency A believable vision statement that drives decision-making and shapes team cultures is crucial. Addressing Negative Culture and Poor Behaviour I explore the challenges of leaders perpetuating negative culture through their behaviours, citing examples of toxic cultures driven by leaders' actions. The Need for Ongoing Education and Openness Highlighting the need for leaders to constantly educate themselves and demonstrate humility and openness. Useful links 🔗 Connect with Colin on ⁠⁠⁠⁠⁠⁠⁠⁠LinkedIn⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠Download ⁠⁠⁠⁠⁠⁠⁠⁠the Culture Whitepapers for managers and senior executives Subscribe to the ⁠⁠⁠⁠⁠⁠⁠⁠Making Great Work Happen⁠⁠⁠⁠⁠⁠⁠⁠ weekly newsletter 🎙️ Check out ⁠⁠⁠⁠⁠⁠Inside Out Culture Podcast⁠⁠⁠⁠⁠⁠ where myself and Cath Bishop get behind the headlines of cultures making the news to extract the learnings and insights, good and bad. TIMESTAMPS Leaders and Culture (00:00:01) Colin discusses the importance of leaders role-modelling the culture they expect within organisations. Defining Team Culture (00:02:15) Colin shares his experience as a senior manager in shaping team culture to contribute to a shared vision. Toxic Leadership and Culture (00:05:20) Colin highlights the impact of toxic leadership on organisational culture and the responsibility of leaders to model positive behaviours. Investing in Culture (00:07:18) Colin emphasises the importance of investing in organisational culture for long-term results and shares examples of improved engagement. Leadership and Behaviour (00:12:07) Colin discusses the impact of executive behaviour on organisational culture and the importance of positive leadership behaviours. Discipline and Vision in Culture (00:16:45) Colin explains the dual facets of culture, emphasising the importance of discipline, drive, and vision in addition to being a great human being. Role-Modelling and Education (00:18:38) Colin emphasises the role of leaders in actively educating themselves and role-modelling behaviours to positively impact employee loyalty and engagement. Leadership and Success (00:20:47) Colin discusses the impact of effective leadership on team success and individual motivation. Aspiring to Leadership (00:22:15) Encouragement for individuals to aspire to leadership roles and uphold high standards in shaping organisational culture. Self-Reflection as a Role Model (00:23:35) Encouraging leaders to evaluate their behaviour and consider if it would motivate and inspire their employees.