#ThursdayThought – Is Yours a Culture of Control, Indifference or Connection?

In Michael Lee Stallard’s book “Connection Culture“, he alludes to three types of organizational culture.

Those cultures are: control, indifference and connection. Here’s my thoughts on each one:

Control based cultures are where the demand for task excellence is preeminent. Micromanaging at any scale persists. And the fear of reprimand, performance improvement plans, demotion or job loss exists in perpetuity. People are not valued in these companies, but rather commoditized.

Cultures of indifference are where the voice of the employee is disregarded. Open door policies are mere semantics, or great for attracting angel investors money into the company. Employee concerns are countered with directives to figure it out or work harder. Changes are not made from the voice of those who don’t have the degree or level of knowledge to offer any valuable input.

Connected cultures are different. These companies ascribe not only a high value on their people (for real and not for show) but also allow their voice to be heard, and a part of the process. But even more, a connected culture shares a strong vision with all employees. It’s not sufficient to be first in a market, to merely win, but to have a strong enough shared vision that enriches both monetarily and communally with everyone as to what the impact of the organization will have for the improvement of all involved, customer, leadership, employees and community.

Connected cultures serve the vision, value and voice of their people first, knowing that the investment in created connected individuals and teams far surpasses any task excellence and superior performance metrics.

The demand for high performance only lasts as long as the motivational fear can carry the spirit of their people. But the organization that has a deep connection culture will always persist and find success in the best and worst of times. Connected people are statistically more committed and productive versus those people in companies that are driven to be committed and productive.

Are you fostering a culture of control, indifference or connection? The choice is up to you. As well as the results from that culture as well.

(image: pixabay)

About Paul LaRue

My goal - To encourage you to lead & influence others with positive impact.

Posted on August.14.2019, in #ThursdayThoughts, #WorkCulture, Connection & Engagement. Bookmark the permalink. Leave a comment.

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