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Developing a Culture Built to Withstand Change · The Business of Alignment - Powered by The E1B2 Collective

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  How do you develop a culture. Build a culture?
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  That's, that's strong enough. That's tough enough.
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  That's durable. Enough to withstand change.
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  How do you do that? It's a tough question.
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  Because I think it's a tough question because there's many
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  different definitions of what standing change.
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  Some would say, we even if you're down 50%, but you're
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  still surviving. The doors are still open.
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  That you would stand in the change, right?
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  You made it. You survived.
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  It's the world. I come from.
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  My mother, my father, my friends, my family.
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  My loved ones, we not going to sit here and say we come from
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  the gutter, you know? But Very humble.
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  We know when we know what it feels like to be evicted.
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  We know what it feels like to have zero dollars in your
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  account, and on your person. We know what it feels like to
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  have to make tough decisions, financially emotionally,
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  physically. we know what that looks like and so we know what a
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  lot of changed feels like, You know what?
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  A lot of change. We know what change can do.
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  And so to answer the question directly, you know, I think if
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  we were to Define change pretty much meaning withstanding,
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  change pretty much me, the definition of that be sustaining
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  profitability, sustaining Revenue sustaining the energy
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  within the organization, culturally sustaining the
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  quality of the product, or the service, or the, or the
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  inevitable outcome. For just saying, withstanding
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  change to be strong and consistent.
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  That's the definition we're going for today.
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  I would say that the number one thing you need is the ability to
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  to emotionally. And empathetically, react and
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  support, all the different opinions.
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  But do so in a way where you put everyone in the best positions,
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  operationally in the best positions team design-wise to
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  have success, that's probably my honest answer.
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  It's my honest answer for a couple different reasons.
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  The first reason is my honest answer because if everyone feels
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  like they have the ability to share their points of views,
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  their thoughts, their perspectives, if they feel like
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  they're in a position to to to be heard to be recognized.
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  If they feel like how they feel about something will inevitably
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  impact what they do and how they do it in the team's the day that
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  they want to be a part of and that and that they have success
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  working with. if all of that is being heard and considered, Then
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  you can put people in the best positions to win.
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  You can respect individuals context and readjust workflows
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  and salaries, and payment, and, and expectations, and titles,
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  and team structures. If you, if you have the ability
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  to have the religion internally that we're going to consistently
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  change, Evan flow, contextual to the people that we have here.
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  But at the same time, make sure that I Lyman is our number Focus
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  on Lyman tis. Our number one goal and that is
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  what you're willing to have be the core of your change.
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  Not what's happening in the political landscape that was
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  happening. Not letting the the political
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  landscape, the racial Wars, the the the financial status of the
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  country. If you don't allow any of those
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  things to intrude on the people that you have here and how they
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  feel about you and how they work together, and the teams that
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  they're working with and the ways that their roles are
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  structured, if you can just make sure people are at their best.
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  If you can just take care of people.
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  Fuel people. Inspire people, energized
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  people. And they're not energized off of
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  fluff. They're energized.
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  Because everything down to the road design, their day-to-day,
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  how they spend their hours in their minutes are designed in a
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  way that is best for them individually.
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  And the organization actually took the time to hear it out.
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  That's how you can deal with change.
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  I've made a lot of mistakes in my life personally.
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  I would like to think the reason why, my mother, my wife myself.
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  I would like to think the reason why we all deal with change
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  together. Pretty good, pretty easily
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  pretty effectively. It's because we're rooted in
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  that truth. My wife does everything she can
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  to bend and shape and mold and be flexible to the things that I
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  need in that I want my mother doesn't seem to myself.
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  I'd listened to my mother. My wife all around the circle.
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  The best friends that I had the best teams that I've been on the
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  best teams that I've led the best, the best companies that
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  I've built. We consistently have empathy and
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  we apply to every single piece of the business, every single
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  piece of the relationship. And so that is my tip that is my
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  honest advice. That is how you develop a
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  culture that can be built. That can withstand any sort of
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  change, any sort of disruption. Now, will there be a drop off
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  and finances will you just have shit luck?
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  Of course. But if you do what I just said,
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  I think you have a shot of surviving and thriving.
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  And if you don't Thrive and if you don't survive, it'll feel
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  damn good. The along the way.
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  That's one thing I can commit to.
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  Or sure you that will happen. so, As always.
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  Just a few thoughts. Just a few perspectives.
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  We'll talk soon. We'll talk soon.