07 | LET CULTURE CONTRIBUTE
Be aware of the microculture of your teams. While the organization has a culture and the country cultural aspects influence it, the team over the years develops a specific set of shared beliefs which guide them beliefs and ways of working. Understanding this helps to get a view of how that is working for and against your desired goals.
It is important for the employees to be able to see that you as a leader provide “clarity” in your vision and the way you expect to achieve it. While different cultures may expect different things from what they call a “strong” leader – clarity is one thread that is much appreciated as it allows everyone to align to the overall goals.
08 | MATCH WITH CORPORATE VALUES
It is important to know what the values of the company are and according to the values you will have a culture. If the values do not fit in your values, do not join the company as it will be in contradiction with your own values and you will not be able to perform. Also, the team will not understand you if certain directions are taken.
“A reflection of my values”. Own fundamental beliefs cannot deviate too much from companies’ core values otherwise too much to bridge. Balancing between authenticity and “blending in” is a challenge – Cultural awareness, sensitivity, preparedness is important, and be humble about making mistakes about those as well.
09 | SHAPE CULTURE
Respect first as it opens all doors, including trust, which is the most critical point in business. Identify the values (claimed versus reality) and identify the real goals. If the culture does not need to change then don’t change it. If you have to change it 360 then draw plans with all Managers. Still, creating an own culture as newcomer is not to be taken lightly. It can be step-by-step, but expectations should be realistic. Rome was not built in a day either.
Better to adapt first to the culture and try to identify the gaps. If any, you share the why of the changes and you implement the modifications. Communicate, walk the talk, implement a feedback culture, make sure you keep everybody on board. It is important to break up the values with the direct Managers and convert it into Actions that fit the culture.
The sooner you begin shaping culture the better, as that also gives a good reading of your team and the direction to take.