Who Are Your Culture Carriers?

Developing cultures of excellence in a post-pandemic world

The Covid-19 global pandemic impacted organizations in many different ways. For well over a year, most of us were socially isolated. We had to shelter in place and keep our distance from others. Many of us had minimal, face-to-face contact with people. We lived on conference calls and meetings conducted by videos. Making connections with others and developing close working relationships became a lost art. Early-career professionals missed out on important opportunities to learn about their company’s cultures and understand how to network and form new alliances. New hires suffered the most. Because everyone was forced to work from home, they didn’t have ways to learn about the cultural norms and nuances within their organizations.   

To combat these challenges, many companies had to adapt and adjust their approach to people, culture, and leadership. Some organizations implemented programs and initiatives to bring people together virtually on a consistent basis. The advent of Zoom happy hours and virtual team building exercises became the norm. Other companies engaged their workforce around purpose and vision. Much of this stemmed from the social justice focus in 2020 and the push for greater systemic change around diversity, equity, and inclusion. Despite efforts to re-engage and re-energize their workforces, culture has continued to be a challenge for many companies coming out of the pandemic.

Leaders who wish to re-establish healthy cultures within their organizations, need to fully embrace their roles as “culture carriers” and personify the company’s vision, goals, and strategic objectives. These leaders understand that high performing organizations have a mission that tells employees “why” they are doing the work that they do, and how the work that they do each day contributes to the “why.” They are consistent in how they model the company’s core values.

Consistency provides a central source of integration, coordination and control, and helps organizations develop a set of processes that create an internal system of governance based on consensual support. Culture carriers are adaptable. They know that high performing organizations have the ability to perceive and respond to changes in the external environment, with customers, and when unforeseen challenges arise. They make sure people are aligned and engaged. They know that highly involved organizations create a sense of ownership and responsibility. Out of this sense of ownership grows a greater commitment to the organization.

So how do great leaders become culture carriers as we come out of the pandemic? They focus on six areas to build and maintain cultures of excellence:

Without purpose and mission, organizations fail. Leaders who understand this get clear on what is most important to the long-term success of the business. They ask the following types of questions: What is our strategy for the future? Do our teams have widespread agreement on goals? Has the executive leadership team clearly outlined a return to work strategy that meets the needs of everyone? Do our people have a shared vision of the future coming out of the pandemic? Does the vision create excitement and motivation for our employees? Culture carriers outline the organization’s purpose and seek buy-in, alignment, and support from others. They are the ones that will effectively partner with leaders across the organization to put in place Covid return to work policies that create a safe environment for all employees.

Values determine how people will engage and interact with one another. When senior leaders clearly outline the core central values that matter most, cultural norms take shape. Culture carriers ask themselves the following questions: Do we have a clear and consistent set of values that governs the way we do business? Does our ethical code of conduct meet the needs of employees regardless of their views on vaccines and/or other Covid-related policies? When disagreements occur, how do we want our people to work together to achieve “win-win” solutions? How do we create an environment and climate where it is easy to reach consensus, even on difficult issues? Great leaders put strong values in place for their people that make them feel secure. They respect individual differences between employees, regardless of their beliefs around the pandemic, to maximize performance.

A company’s rules of engagement focuses on how cultural norms take shape, once core values have been put in place. Culture carriers understand that norms govern how people partner and work together. They ask questions like: Do our people believe that they can have a positive impact as we put in place our return to work programs? How can we ensure that decisions are made at the level where the best information is available? Do our people have a good balance of work from home as well as in the office? Is teamwork accomplished collaboratively despite different views about vaccines and wearing masks? Are we making continuous investments in creating a safe and healthy climate for our people? Rules of engagement are the fabric that makes strong cultures work. When they are put in place effectively, employees can reach their full potential.

Setting up the proper office aesthetics governs the look and feel around the type of work that people do. This is important because it is not only what people focus on, but the manner in which they do so. At its most basic level, office aesthetics can be as simple as setting up the right workspaces for employees. With return to work being central for many organizations right now, people need to feel safe and secure. Processes and procedures that establish and maintain Covid protocols are critical to helping people work in the most productive work environments. Aesthetics is also tied into office design and making employees feel that their workspaces are fun and engaging to be in. Organizations want our people to work at their best and setting up their office surroundings is key to making this happen.

Culture carriers understand the power of words and know how to build cultures where language becomes part of the central fabric of the organization. They create phrases and slogans that galvanize people. The language leaders use can serve as a motivating and inspiring force for good. It also creates pockets within the organization, where strong sub-cultures start to take shape. This is important as organizations prepare their people for how the company will adjust to changes in the external landscape around the pandemic. Making sure to use words that are consistent with the values and beliefs of employees and teams is critical. This will enable different parts of the organization to cooperate to drive change.

Culture carriers infuse their organizations with energy. They consistently demonstrate a positive and optimistic sense of enthusiasm for others to follow. They are constantly encouraging and supporting their people. They believe in the mission and purpose of the organization. They are not afraid to tackle difficult subject matters (e.g., vaccine status of employees, the need for booster shots, mask protocols). This enables others to perform at their best. It opens the door for innovation and creativity.

Passionate leaders garner the greatest support and followership from their people. It breeds commitment and dedication to key strategic objectives for employees at all levels regardless of where they work in the organization. When leaders bring energy and excitement to their work, it is contagious. It causes people to want to give their all for the greater good of the business.

Healthy culture is key to post-pandemic growth for any successful organization. The best companies have culture carriers that bring this to life for others. They know how to build cultures that can adapt to the external environment and implement the changes needed to move things forward. Their flexible, transparent, and clear guidelines around return to work will resonate with employees. This will encourage people to generate new ideas, take risks, learn from their experiences, anticipate the future, and take action that drives results.

Culture building does not happen overnight. Culture carriers must invest the time and resources needed to bring about sustainable growth. They are the leaders who will help their companies strive forward as they move into a new era of business.