Over the past few months I’ve heard comments from a couple of my customers that caught my attention. One client lamented about having too much sales turnover in his enterprise. Another responded to a question I asked about one of his consultants by saying he didn’t know. He followed that by stating he didn’t really care what went on in the personal lives of employees. Therefore he didn’t want to know anything outside of work.
You may have a similar perspective to these at your company. So here is a portion of an article by Keith Rosen, author and global authority on sales and leadership. If you’re interested, check him out at www.keithrosen.com.
Does your company culture reﬂect your people and their personal values? Are your people a reﬂection of your culture? Does the attitude and behavior within your organization reﬂect your desired culture? Does your culture reﬂect not just your corporate vision but your team vision? If companies are honest, the answer for most is, “Not even close.” Here are 15 questions to assess your company culture, as well as your leadership and coaching effectiveness.
What if one of your sales or service employees was rushed to the hospital after suffering a heart attack at a prospect’s house? An hour later the hospital called to share the devastating news that the employee died at the hospital. When the hospital asked for the name and number of the next of kin would anyone on your management team have the answer?
Think about your company. How much do you really know about your folks personally? How much time and attention do you invest in fostering connections with people?
Trust is built, not assumed. No one is obligated to give trust until it’s earned.
Keeping HR compliance in mind, do you really know the people you work with?
I can’t think of anyone who would want to work at a company like the one above. The sad truth is, there’s a good chance most people already do.
When Company and Personal Values Clash
Companies and leaders with good intentions struggle to break free from the monotony of their current business because they face the daily pressures of metrics, performance expectations, quotas, deadlines,—the list runs on.
Inevitably, the reversion to a dysfunctional culture is a byproduct of driving results.
15 Questions to Assess Your Culture and the ROI of Coaching
How would you describe your workplace? Healthy, supportive, collaborative and fulfilling, or is it more of a result-driven, report-obsessed, fear based culture, where results are more important than people?
Do you define a great manager by their results and the color of their scorecard? Or is a great leader defined by the positive impact they’ve made on other people, while developing the future leaders of the organization? Does your company operate under the belief that by putting people and processes first, they realize the byproduct is a top performing culture?
These 15 questions will assess your company culture and your leadership and coaching effectiveness.
- Do you have more turnover than your industry average?
- Do you struggle with departmental silos or creating a cohesive team?
- Are your managers spending 70 percent of their time putting out fires or developing, observing, and coaching their people that generates consistent, measurable results?
- Is everyone on your team achieving their quota and business objectives, and not just the few top producers who managers rely on to hit monthly goals?
- Are your direct reports seeking out coaching from you, coworkers and peers, both in and outside of your department?
- Do you view your team as direct reports or peers and coaches? Do you seek out coaching from others, regardless of their position or tenure?
- Is everyone in your company learning how to effectively coach and leverage a proven coaching framework through a formalized coaching program?
- Are your salespeople authentically coaching rather than selling to your customers?
- Are you effectively developing a talented bench of future leaders? How do you know?
- Do you work in a safe, transparent, and trusting environment fueled by innovation and positivity, or a fear-based, result driven culture?
- Are you retaining your top talent?
- Are you consistently crushing your sales targets, gaining market share and growing at your desired pace?
- Do people come to work happy and fulfilled because you all want to be there?
- Do you work from a place of intention or reaction? Do your company priorities seem to be changing daily?
- Is everyone committed to holding themselves and others accountable to coach, sustain and reinforce the culture you want?
These 15 questions will help assess your culture and the impact great coaching makes, so you can be honest with yourself about the type of leader you are, the type of leader you want to become, and the culture you’ve created among your team.
Choose a Culture of Intention or Reaction
Sadly, when results are the priority, regardless of the collateral damage that follows, most company cultures develop in a reactionary way. Creating a great culture requires conscious intention, focus, and a clear vision that’s created by your people, not HR or a marketing team.
This vision now becomes the blueprint and guiding light for your organization. Now this becomes a vision that everyone feels a part of because they contributed to crafting the vision they want to create, rather than one they were told they need to buy into.
Instead of having your culture define your people, have your people define your culture.
It is up to every leader to make a choice every day. Rather
than acting as the Chief Problem Officer, effective coaching can become a choice and the consistent habit that aligns with the way people collaborate, engage and positively communicate with one another to achieve business objectives.
When this becomes the new normal, that’s the sign that a healthy coaching culture has emerged.
——————Please Read Before Leaving——————
“Doug has been really good in helping my reps successfully make prospecting calls and appointments. Not only is he good at what he does but he coaches reps online for a fraction of the cost of traditional workshops requiring travel, meals, and overnight rooms. My team is definitely performing better as a result of his coaching.” Mandar S. – Lafayette, LA. Come to Doug’s website and learn more, then decide if he could be the missing piece for your company.
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