Diane K. Adams is Chief People Officer at Qlik (NASDAQ: QLIK), one of the fastest-growing high-tech companies worldwide with nearly 2,300 employees in 30 countries. She has spent her career leading teams in Fortune 500 Human Resources organizations. Chief executives of smaller companies and international and national organizations and leaders also regularly tap her expertise as coach, consultant, and/or lecturer to help them hone their positive cultures. More than a ‘Human Resources’ executive, Adams is a ‘Culture and Talent’ expert. She specializes in helping companies recognize what’s required to energize their people and to achieve long-term success at the bottom line.
Diane recently published her new book “It Takes More Than Casual Fridays and Free Coffee – Building a Business Culture That Works for Everyone” which I read recently. Being a student of organization excellence, I caught up with Diane on a conversation about building high performance cultures. Here is what she shared:
[Tanmay Vora] Hi Diane, Congratulations for the new book. Culture of an organization always exists – either it is designed consciously or it happens by default. How can organizations be more deliberate about their culture?
[Diane K. Adams] Thanks Tanmay. You’re so right about culture. Every organization does have its own culture. Your company, your favorite sports team, a college or university, even a church, mosque or synagogue has its own culture.
Culture, after all, is the set of clear values that drive the thinking, actions, and attitudes of an organization and its people. One of my favorite definitions: culture is what you do when no one is looking.
Culture, after all, is the set of clear values that drive the thinking, actions, and attitudes of an organization and its people.
At successful companies, the culture is positive and values-based. It’s pervasive and intentional, and is reflected in everything the organization and its people say and do, in every action and every process internally and externally. In turn, team members, along with their companies, achieve excellence personally and professionally.
Whatever the culture, though, it’s important to remember that culture comes from the top. That means that to intentionally mold a culture starts with the leadership deciding those values that are important, and then modeling them in everything that’s said and done. Too often lofty values end up simply rhetoric. If a company’s leaders decide honesty and integrity is an essential value, they must act accordingly. Everyone, every action—from hiring and firing, to decisions, discussions, and more–must reflect honesty and integrity. For example, how someone’s employment is terminated says everything about a company’s culture. This is a time when everyone is watching. Too often terminations lack respect for the individual.
When it comes to reinforcing positive behaviors, top companies may reward team members who demonstrate excellence in terms of a specific value. The “reward” often is in the form of recognition—a note of praise from the leader or a mention of job-well-done at a peer meeting.
My personal approach to deliberately creating a successful culture adheres to the 7 Points to Culture Success outlined in my book. They include:
Define Your Cultural Values and Behaviors
Communicate, Communicate, Communicate
Integrate Your Values into All Aspects of Your Company
Drive Culture through Leadership
Show You Care: Engage and Invest in Your Team
Give Back: Make a Difference beyond the Workplace
Make It Fun: Reward, Recognize, and Celebrate
[Tanmay Vora] Corporations have vision, mission and values that are propagated across the company through various programs. But culture is built around actions by people at all levels. How can organizations bridge the gap between values and behaviors?
[Diane K. Adams] That’s an excellent question. Again, it’s about modeling the behavior you expect of others—living the value and acting on it. Also keep in mind that reward and recognition drive behaviors. Therefore, the primary way to bridge the gap between values and behaviors is to reward and recognize employees who demonstrate the positive behavior.
it’s about modeling the behavior you expect of others—living the value and acting on it.
For example, consider the value social responsibility, so important to energize your teams and foster long-term loyalty internally and among your customers. As a leader, you help cement the value in your people with your behavior. You act in ways that give back to the community—volunteering your time, your efforts, your expertise in ways to help others.
At my employer, Qlik, for example, on our internal website we highlight givebacks by our team members. Recently we ran an internal campaign–How Was Your Day?–and each day highlighted how a different individual used his or her volunteer day to give back to the community.
[Tanmay Vora] The book has a chapter on building culture of innovation. What advice would you share with a CEO who is struggling to build a culture of innovation?
[Diane K. Adams] First, kudos for recognizing the importance of innovation. After all, if you’re not constantly innovating, you’re falling behind your competition.
It’s not enough to say innovation matters. Companies and their leaders must instill a mindset of innovation across the entire company, not just in the product or research and development organizations. Every leader and every employee must continually ask the question, what’s the newest and best way to accomplish a goal–whatever that goal might be.
As I mentioned above, you can encourage this innovative behavior by highlighting individuals who have creative and innovative ideas. That means a recognition program and often a rewards one, too, for the best of the best.
The additional advice I would offer a CEO is also to strive for a culture of collaboration. That’s because collaboration fosters teamwork, brainstorming, and ultimately generates the best ideas. Remember, success is a team effort. No matter your company, industry, or competition, it’s important to constantly ask each other and yourself the question, how can something be accomplished better, faster, and more efficiently.
[Tanmay Vora] How helpful are cultural assessments (based on standard models) in culture building initiatives?
[Diane K. Adams] Very. At Qlik we regularly do full-blown culture assessments with the help of metrics and organizations like the Great Place to Work® Institute. The results provide us a measure of our progress and lay the foundation for developing very thorough action plans so that we can continually be at our best.
In addition, we do interim assessments of various aspects of our culture. For example, we might use an assessment tool to measure our progress in maintaining two-way communications. We also use in-house surveys from organizations like Survey Monkey.
After all, to accomplish a goal, you first have to know where you are in order to develop the right strategies to get there.
[Tanmay Vora] What are your top 3 tips for creating a culture of learning and development?
[Diane K. Adams] 1. First, it’s important to create an environment in which every team member has an annual individual learning plan (ILP). The plan sets goals, lays out strategies for achieving those goals, and helps each individual see clearly how he or she will learn, grow, and succeed along with the company. The best companies with true learning and development cultures view ILP goals with the same importance as annual performance goals.
It’s important to create an environment in which every team member has an annual individual learning plan
To achieve the highest performance rating, for example, an individual must excel in his or her performance as well as with his or her personal learning goals.
2. Leverage your talent. Learning and development doesn’t have to cost lots of money. Everyone contributes in his or her own way, so capitalize on this broad expertise that’s already available to you. First, identify individual talents (often utilizing a StrengthsFinder assessment tool), and then be intentional about providing opportunities for your people to learn from each other.
Be intentional about providing opportunities for your people to learn from each other.
Some ways to do that include holding internal webinars on specific topics that are led by team members who excel in that area. For example, someone with outstanding presentation skills could share his or her expertise with other team members. Another example could be holding monthly “lunch and learn” meetings with your team. Everyone gets together for lunch and a team member leads the training. The “teacher” could alternate depending on the topic and the person’s area of expertise. The company could pick up the lunch tab, or it could even be a pitch-in lunch with the company providing the drinks and the facility space.
Another way to leverage your talent is with a simple mentoring plan. Again, it starts with identifying the strengths of individuals throughout the company, and then making those talents known and available to others. That way if someone needs improvement in a specific area, he or she can then reach out to the right person.
3. Conduct annual talent reviews to identify and understand the strengths of your individual team members and their career goals. In turn, leadership then can be intentional with developmental career moves for its team members.
Research indicates that 70 percent of our learning comes through experience, which is why career development job moves are so important.
[Tanmay Vora] There are a lot of assessments, theories and best practices for building a culture of excellence. How does one “make it all happen”?
[Diane K. Adams] That’s another great question, and it’s what inspired me to write this book. The answer goes back to the basic definition of culture. Remember, creating a positive values-based culture is about being intentional and pervasive about each of the 7 Points to Culture Success.
So, the secret to a successful culture lies in intentionally defining your values and integrating them into every part of your organization.
For example, are your values incorporated into your performance review process? Do you have a recognition process for individuals who excel at the core values? Are your leaders rewarded for building a positive-based culture? Those are just a few of the ways you incorporate your values into and make your positive culture happen. It all ties back to the 7 Points to Culture.
[Tanmay Vora] If there is only ONE advice from your book that you would like to share with companies and start-ups, what would that be?
[Diane K. Adams] Every person and every company has the potential to be extraordinary. Creating a positive values-based culture provides an environment to do just that.
[Tanmay Vora] Diane, thank you for writing this book and for sharing your valuable insights here. I am sure readers of this blog will find your book and ideas very helpful in their own journeys of building excellent culture within their teams and organizations.
[Diane K. Adams] Thank you Tanmay. One last thought for your readers: Creating that great culture doesn’t have to be overwhelming or expensive. But it does take a recognition of those positive values that matter to you and your company, and then the commitment and courage to live those values in everything the company and its people say and do.
If you would like to learn more about how you can build a positive culture in your organization, please check out the FREE online workbook that accompanies my book at my website, www.DianeKAdams.com.
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Also read: Other Book Reviews at QAspire Blog