:root {
–wt-primary-color: #030712;
–wt-text-on-primary-color: #F9FAFB;

–wt-secondary-color: #F9FAFB;
–wt-text-on-secondary-color: #030712;

–wt-tertiary-color: #FFFFFF;
–wt-text-on-tertiary-color: #222222;

–wt-background-color: #FFFFFF;
–wt-text-on-background-color: #030712;

–wt-subscribe-background-color: #FFFFFF;
–wt-text-on-subscribe-background-color: #030712;

–wt-header-font: “Inter”, ui-sans-serif, system-ui, -apple-system, BlinkMacSystemFont, “Segoe UI”, Roboto,”Helvetica Neue”, Arial, “Noto Sans”, sans-serif, “Apple Color Emoji”, “Segoe UI Emoji”, “Segoe UI Symbol”, “Noto Color Emoji”;
–wt-body-font: “Inter”, ui-sans-serif, system-ui, -apple-system, BlinkMacSystemFont, “Segoe UI”, Roboto, “Helvetica Neue”, Arial, “Noto Sans”, sans-serif, “Apple Color Emoji”, “Segoe UI Emoji”, “Segoe UI Symbol”, “Noto Color Emoji”;
–wt-button-font: “Inter”, ui-sans-serif, system-ui, -apple-system, BlinkMacSystemFont, “Segoe UI”, Roboto, “Helvetica Neue”, Arial, “Noto Sans”, sans-serif, “Apple Color Emoji”, “Segoe UI Emoji”, “Segoe UI Symbol”, “Noto Color Emoji”;

–wt-border-radius: 8px
}

.bg-wt-primary { background-color: var(–wt-primary-color); }
.text-wt-primary { color: var(–wt-primary-color); }
.border-wt-primary { border-color: var(–wt-primary-color); }

.bg-wt-text-on-primary { background-color: var(–wt-text-on-primary-color); }
.text-wt-text-on-primary { color: var(–wt-text-on-primary-color); }
.border-wt-text-on-primary { border-color: var(–wt-text-on-primary-color); }

.bg-wt-secondary { background-color: var(–wt-secondary-color); }
.text-wt-secondary { color: var(–wt-secondary-color); }
.border-wt-secondary { border-color: var(–wt-secondary-color); }

.bg-wt-text-on-secondary { background-color: var(–wt-text-on-secondary-color); }
.text-wt-text-on-secondary { color: var(–wt-text-on-secondary-color); }
.border-wt-text-on-secondary { border-color: var(–wt-text-on-secondary-color); }

.bg-wt-tertiary { background-color: var(–wt-tertiary-color); }
.text-wt-tertiary { color: var(–wt-tertiary-color); }
.border-wt-tertiary { border-color: var(–wt-tertiary-color); }

.bg-wt-text-on-tertiary { background-color: var(–wt-text-on-tertiary-color); }
.text-wt-text-on-tertiary { color: var(–wt-text-on-tertiary-color); }
.border-wt-text-on-tertiary { border-color: var(–wt-text-on-tertiary-color); }

.bg-wt-background { background-color: var(–wt-background-color); }
.text-wt-background { color: var(–wt-background-color); }
.border-wt-background { border-color: var(–wt-background-color); }

.bg-wt-text-on-background { background-color: var(–wt-text-on-background-color); }
.text-wt-text-on-background { color: var(–wt-text-on-background-color); }
.border-wt-text-on-background { border-color: var(–wt-text-on-background-color); }

.bg-wt-subscribe-background { background-color: var(–wt-subscribe-background-color); }
.text-wt-subscribe-background { color: var(–wt-subscribe-background-color); }
.border-wt-subscribe-background { border-color: var(–wt-subscribe-background-color); }

.bg-wt-text-on-subscribe-background { background-color: var(–wt-text-on-subscribe-background-color); }
.text-wt-text-on-subscribe-background { color: var(–wt-text-on-subscribe-background-color); }
.border-wt-text-on-subscribe-background { border-color: var(–wt-text-on-subscribe-background-color); }

.rounded-wt { border-radius: var(–wt-border-radius); }

.wt-header-font { font-family: var(–wt-header-font); }
.wt-body-font { font-family: var(–wt-body-font); }
.wt-button-font { font-family: var(–wt-button-font); }

input:focus { –tw-ring-color: transparent !important; }

li a { word-break: break-word; }

@media only screen and (max-width:667px) {
.mob-stack {
display: block !important;
width: 100% !important;
}

.mob-w-full {
width: 100% !important;
}
}

.table-base, .table-c, .table-h { border: 1px solid #C0C0C0; }
.table-c { padding:5px; background-color:#FFFFFF; }
.table-c p { color: #2D2D2D; font-family:’Helvetica’,Arial,sans-serif !important; overflow-wrap: break-word; }
.table-h { padding:5px; background-color:#F1F1F1; }
.table-h p { color: #2A2A2A; font-family:’Trebuchet MS’,’Lucida Grande’,Tahoma,sans-serif !important; overflow-wrap: break-word; }

.bh__byline_wrapper {
font-size: .875rem;
line-height: 1.25rem;
vertical-align: middle;
justify-content: space-between;
display: block;
}

.bh__byline_social_wrapper {
display: flex;
margin-top: 0.5rem;
align-items: center;
}

.bh__byline_social_wrapper > * + * {
margin-left: 1rem;
}

@media (min-width: 768px) {
.bh__byline_wrapper {
display: flex;
}

.bh__byline_social_wrapper {
margin-top: 0rem;
}
}

Five Steps to Creating an Awesome Culture

Your vibe is contagious, especially if you’re the boss.

Beau Groover
June 20, 2024

Five Steps to Creating an Awesome Culture

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Vibe by Doc McIntyre

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Your vibe is contagious, especially if you’re the boss.

• If a peer is negative or snarky or anxious, you can brush it off and walk away.

• If your boss is negative or snarky or anxious, you internalize it and start to question yourself.

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I once heard a story about a worrier boss who wanted an update on a project. But instead of asking, “How’s the project going?”, he asked, “Are you sure about your project plan?”

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And the normally confident subordinate said, “Well, I was sure until you asked me that question. Now I’m wondering if I need to reconsider.”

Worrying begets worrying.

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Don’t throw your own stuff onto other people, especially if you’re the boss.

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Five Steps to Creating an Awesome Culture

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Recently, I addressed manufacturing professionals on organizational culture, a topic crucial for business success and employee satisfaction. With decades in industry, I’ve seen firsthand how culture shapes outcomes—yet, fewer than one in three executives truly understand their organization's culture.

Why does culture matter so much?

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Consider these stats: Companies with strong cultures see four times greater revenue growth (Forbes). A staggering 94% of executives and 88% of employees believe a distinct workplace culture is vital (Deloitte). Engaged workers significantly boost the bottom line, showing a clear link between culture and performance.

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If your organization faces turnover or productivity issues, it's time to rethink your culture. Here are five steps to transform your workplace environment today:

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1. Create a Vision – Articulate the "Why"

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Simon Sinek said, "People don’t buy what you do; they buy why you do it." A compelling vision beyond tasks inspires purpose. For instance, a pharmaceutical company refocused: "We develop life-saving treatments to improve lives." This vision drives dedication and purpose-driven work.

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2. Respect for People – Show You Care

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Leadership means forging connections. Showing genuine care builds trust and boosts engagement. Lou Holtz advised, "Do the right thing, do your best, and always show people you care." Building personal connections and listening to feedback fosters a supportive culture.

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3. Give Power Away – Don't Hoard It

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Effective leaders empower teams by delegating authority and trusting capabilities. This fosters ownership and accountability, enhancing collaboration and innovation. Centralized decision-making stifles initiative; leadership is about enabling others.

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4. Kill Office Politics Dead

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Office politics erode cultures. Eliminate gossip and undue influence to foster transparency and collaboration. Respect all voices, regardless of rank, to unlock your organization's potential.

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5. Address Poor Performance

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Promptly address performance issues to maintain a healthy culture. Set clear expectations, support improvement, and recognize exemplary effort. This reinforces a culture of excellence and fairness.

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Takeaways

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Transforming culture isn't easy but yields engaged teams, higher productivity, and sustained growth. Let's shape cultures that inspire, empower, and thrive.

@theeffectivesyndicate

Cultures will sometimes create themselves, but more often than not, it's not the culture you want; it's usually an unhealthy culture. Stru… See more