One of my coachees, who comes from a stringent corporate environment and is now leading their own startup, recently reflected during our session:
"People don't show up on time to meetings, especially if they are in the morning e.g. at 9:30 AM. What happened to discipline and respect?"
It's a question many leaders face in today's evolving work culture.
The landscape of the Western corporate world in 2020 mirrors the once-exclusive culture of Silicon Valley circa 2009. Companies are adopting the work culture pioneered by tech startups, characterized by open floor plans, unconventional job titles, and a blend of work and life. But amidst the perks of office gyms, free meals, and nap pods, a culture of "rest and vest" has emerged, where employees coast along, collecting hefty paychecks without much drive or purpose. As such, some of the flexibility-driven perks have become "given" rights employees claim to possess without any question.
I am a big fan of flexibility and work-life integration as important aspects of a modern productive work culture, but they should be embraced within reason. When these perks are exploited to the point where they overshadow productivity and commitment, however, it's time for leaders to reassess their approach. If employees consistently show up late to meetings with no good reason other than embracing their flexibility-oriented culture, leave tasks unfinished, prioritize leisure activities over work responsibilities, miss deadlines, or seem more focused on vacation planning than on pushing important projects out the door, then it's crucial to examine the underlying issues of grit and motivation.
Tony Fadell, in his book "Build," addresses this phenomenon in a chapter provocatively titled 'F-- Massages.' He delves into the concept of creating an environment that fosters creativity and relaxation but warns against letting these amenities become distractions or excuses for lackluster performance. Fadell's insights highlight the delicate balance leaders must strike between providing a supportive work environment and maintaining a culture of accountability, drive, and perhaps most importantly, grit!
On Grit
Grit is the remarkable combination of passion and perseverance, driving individuals to achieve challenging goals. Research shows that grit predicts success in various fields, from military training to sales performance.
As leaders, we have the power to foster a culture of grit within our organizations. By hiring individuals with natural grit and building teams focused on shared goals, we can create an environment where perks are appreciated but not the sole motivator for hard work.
Recruiting Gritty Individuals
For leaders, cultivating a culture of grit starts with identifying and nurturing individuals who embody this trait. Grit comprises two essential elements: passion and perseverance. Passion stems from an innate fascination with one's work and a profound sense of purpose—believing that one's efforts are meaningful and contribute to the greater good. Perseverance manifests as resilience in the face of challenges and a steadfast commitment to ongoing growth and development.
The kind of single-minded determination that characterizes the grittiest individuals requires a clearly aligned hierarchy of goals at an organizational level. This alignment ensures that everyone within the organization is moving in the same direction, working towards shared objectives that contribute to the overall mission and vision. When goals are synchronized, individuals are better able to support each other, collaborate effectively, and pool their efforts towards achieving collective success. Moreover, a cohesive goal structure provides clarity and direction, reducing confusion and potential conflicts that may arise from conflicting priorities.
So how can you test for grit at the point of hiring?
In her book "Grit: The Power of Passion and Perseverance," Angela Duckworth recommends the following strategies:
Seek multiyear commitments and objective evidence of advancement and achievement, rather than frequent lateral moves between specialties.
During reference checks and interviews, listen for evidence of candidates bouncing back from failure, demonstrating flexibility in overcoming unexpected obstacles, and maintaining a habit of continuous self-improvement.
Look for indications that candidates are driven by a purpose greater than themselves, aligning with the mission of your organization.
Building Gritty Teams
Gritty teams exhibit similar characteristics to gritty individuals: a dedication to hard work, continuous learning, and advancement; resilience in overcoming obstacles; and a clear sense of direction and mission.
In today's business landscape, teams are often dispersed and operate virtually. However, the most resilient healthcare teams prioritize face-to-face interactions. Regular meetings are held to analyze cases, establish improvement goals, and monitor progress. Often, the entire team collaborates on each new patient's case, fostering a shared sense of purpose and dedication. These interactions also facilitate team members getting acquainted, fostering trust, a vital component of effective teams.
Here are some recommendations for cultivating grit in your teams:
Select and Develop Gritty Individuals: Look for candidates with a passion for their work and a track record of perseverance. Assess their commitment to continuous improvement and alignment with the organization's mission.
Establish Clear Goals: Establish a hierarchy of goals that align with the organization's mission. Ensure that every team member understands how their work contributes to the overarching objectives.
Set the Tone and Expectations from the Beginning: Clearly communicate expectations regarding work ethic, dedication, and collaboration. Provide clarity on the organization's values and how they translate into daily practices.
Share Your Values: Communicate the organization's core values and principles to all team members. Lead by example, demonstrating these values in your own actions and decisions.
Promote Team Collaboration: Encourage face-to-face interaction and frequent communication among team members. Emphasize the importance of collective effort in achieving shared goals.
Create a Supportive Environment: Provide resources and psychological safety for employees to take risks and learn from setbacks. Offer feedback and opportunities for growth to foster a culture of continuous improvement.
Lead by Example: Demonstrate passion and perseverance in your own work. Set high standards while providing the necessary support for team members to succeed.
Adapt to Challenges: Embrace crises as opportunities for growth and cultural reinforcement. Encourage innovation and resilience in the face of adversity.
In essence, the key lies in fostering a culture where flexibility and perks complement, rather than compromise, a strong work ethic and dedication to achieving goals. Leaders must ensure that employees understand the importance of grit and motivation in reaching both individual and organizational objectives. This may involve setting clear expectations, providing ongoing feedback, and creating opportunities for growth and recognition based on merit and results. By prioritizing grit in our hiring practices, team dynamics, and organizational culture, we can create workplaces where employees are driven by a sense of purpose and a desire to excel.
#GritCulture #TeamResilience #LeadershipDevelopment #OrganizationalCulture #WorkLifeIntegration #FlexibleWork #HighPerformingTeams #StartupLife #LeadershipCoaching #PurposeDrivenLeadership #BusinessCoaching
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Hi! I'm Merve. 👋 I help corporate leaders and business owners build high-performing teams, grow their businesses, and advance their careers.
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