“We have a great culture.” We have all heard it. We have all said it. But what does that mean?
Ping-Pong tables, free meals, and beer on tap? No.
Yoga, CrossFit classes, and massage chairs? I so need that, but no.
“What do you think?”
I ask this question a lot. My team knows that when they come to me with a question, this is likely the question I’ll come back with first. Sometimes I even preface it with, “I don’t know.” As leaders in our organizations, it’s up to us to coach colleagues and our employees through finding that answer.
At a recent leadership summit we held at Twitter with 100 of our top global leaders, our agenda was to talk about our strategic direction and get aligned as a leadership team. Then, the day before the summit, news leaked of several executive departures. The context of our discussions had shifted.
I often tell my executive-coaching clients that the first 30 days in a new role are the most critical. That’s the amount of time you have to show your team, your manager, and your colleagues what you’ve got as a leader.
When your manager is consistently late to your 1:1s (or cancels them) and then talks the whole time.
When promotions happen randomly instead of being based on any of the defined promotional criteria.
It’s easy to get the wrong idea about Twitter Inc. Young company, digital focus, Silicon Valley location — it probably has one of those crazy startup cultures with apps and avatars and such oozing from every developmental pore, right? Not really.
According to Melissa Daimler, head of learning and organizational development, Twitter is far more traditional. For instance, technology is not at the center of its learning strategy. Instead, it acts as one of many enablers helping to create the connections the company works so hard to cultivate.
If you’re looking to transform your company culture, here are 10 amazing consultants that can help you with your cause. These standout HR leaders have vast experience with evaluating company culture, identifying areas for improvement, and providing a real action plan on what to do next.
1. Melissa Daimler, Principal, Daimler Partners