In order to develop a solid work environment with the ability to attract and retain top talent, business leaders must learn to create a winning Corporate Culture, implement Psychological Safety in the workplace and lead the business with clearly-defined Core Values. In this article, JSuccess Experts share their expertise on these topics.
What is Company Culture?
By Zev Freundlich, Corporate Culture Coach & CEO of TeamCorp
Company culture really goes back to core values. If you look around the world today, companies have a very hard time finding work. It’s an employee’s world today. Employers are desperately looking for help, and people don't want to work anymore. Even frum people are having a hard time unless you pay them a lot of money. Why is this shift happening? Is it because people are lazy? It could be a part of it, but I think there's an inner awareness that people are saying, “Why am I doing this?”
The world is soul-searching at this point! The whole world is wondering what to do. And when people say, ‘what am I doing’, that means you're touching upon points that no one's been touching; the point that making money is not the end all, be all. And the world is asking those questions. And as the world becomes liberal—liberalism is not just the government—the world is soul-searching…
When you join Google, you're not just working to help get people quick internet; you're helping people get a better life. That's called core values. What am I doing in this world? We’re not selling widgets; we’re helping you to have a better life!
It used to be my home was my value. My religion, my family, my goals in life, aspirations, etc. Now these are not values. So, core values have become huge. And that's why in frum circles this is not as prevalent as in general corporate America. For the general workforce, however, the only place that has value, is work. So, you've got to start with developing core values.
What Psychological Safety Isn’t (Part 2)
By Dave Linn - The Gratitude Dude
In our introduction to Psychological Safety in our previous article, we defined it as the level to which team members feel comfortable to be vulnerable and take risks.
While there are many myths surrounding Psychological Safety, let’s just address three of the more popular ones:
Myth: Psychological Safety is just a nicety that has crept into the business world from the self-help, feel-good community (or whatever you might call that).
Myth Buster: Psychological Safety has been studied and applied for decades and is recognized by the top businesses, business consultancies and business schools.
Myth: Psychological Safety creates a group decision model that doesn’t work for lean businesses.
Myth Buster: Psychological Safety does not change the decision-making process of a company. What it does do is positively change the amount and quality of the information and data you receive so that you can make better decisions.
Myth: We create a culture of Psychological Safety by telling others that they are welcome and free to provide their input at any time.
Myth Buster: This is a particularly insidious myth because it tricks leaders into falsely thinking that they already have a culture of psychological safety or that they can establish one, effectively, by fiat. Psychological Safety is created, over time, by changing the way you lead, interact, and inquire, and by modeling and rewarding the behaviors that encourage Psychological Safety and risk-taking.
Don’t be misled by myths and shortcuts. Psychological safety is a serious and critical aspect of business success, one of the primary ways that leaders become empowered to make better decisions, and it must be carefully developed, modeled, rewarded and maintained.
Interview With Rabbi Nachman Seltzer
- What are the top three qualities of your best friend?
- Loyal. Smart/out of the box. Generous.
- Which three types of people or groups in the world do I dislike the most and why?
- I will answer which middot in people bother me. I dislike ambiguity. I like clarity. I don’t like when people don’t know who they are and what they stand for. I do not connect with kanaim. I do not think you can change anyone by yelling at them.
- Which personality trait, attribute or quality do people compliment you on the most?
- The fact that I have siyata diShmaya in getting things done and am reliable seems to be something that people focus on. They also seem to like the quality and content of my work.
- What are the 3 most important values you want to pass on to your children?
- Be yashar. Be straight and reliable. Be kind. Practice what you preach.
- What do you consider the top dozen 10 qualities of the ideal person? This is what I gathered from our conversation:
2) Self-motivated, and getting things done
3) Keeping your word, loyalty, being straight and reliable, and practicing what you preach
4) Confidence, clarity on what you stand for, having backbone and standing up for what you believe, and being a stimulating friend and conversationalist
6) Setting goals
7) Honing your skills
8) Being prepared, detail-oriented, and finishing projects
9) Being a ben Torah, learning, davening, following a spiritual guide, and being aware that Hashem runs the world
10) Being family-oriented, generous, kind, a mensch, hospitable, never being mean to anyone, pleasant and not a hotheaded zealot, going above and beyond for others, being available for others, being a nice person, going out of your way for people, and making people happy.
By combination, narrowing this down, and numbering the values in order of emphasis, here’s what I got for your top 3 core values! Am I on target?
1) Menschlichkeit — Generosity, Being Straight, Reliable
2) Clarity — Standing Up for Beliefs, being a ben Torah, Awareness that Hashem Runs the World
3) Motivation — Setting Goals, Focus, Getting Things Done
- Well done!
- Please tell us something about yourself that most people don’t know!
- I’m an only child.
- Wow, how did that effect you, success-wise? Do you think this gave you the extra ability of working for hours at a time on your own?
- It was a challenge to get through, which meant that I learned from a very young age that not everything in life is going to go the way you want it to. And that’s a crucial lesson.
Yes, and that’s a theme you’ve repeated several times throughout this interview. Thanks for driving it home!
Thank you for taking the time to share some very personal information about your success journey with our members! May we meet soon in Yerushalayim!
Conclusion: By following the professional guidance in this article, business leaders can learn to develop an enviable corporate culture, built on psychological safety & shared core values into their businesses and see their businesses grow and thrive BS”D!
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