Hope as a dynamic motivating system. In today’s episode Judith Germain speaks to Dr Randy Ross about how to have a remarkable culture. They discuss how hope is a dynamic motivating system tied to goal-setting that provides energy to pursue goals. Randy stresses that an organisation’s values must attract the right people and repel the wrong people. Hires either crystallise or compromise the culture depending on their values’ alignment with the organisation’s.
Key Takeaways
- Hope is essential for health and drives performance. Organisations that build hope and resilience in the workforce outperform low-hope counterparts by 15%.
- A remarkable culture is one where people believe the best in one another, want the best for one another, and expect the best from one another.
- Culture must be intentionally designed and constantly improved, or it will deteriorate by default.
- Values alignment across the organisation is key – hire and fire by values to attract and repel the right talent.
Topics:
Randy’s Background
- Spent early career in nonprofits, now works with for-profit companies to create positive cultures. Applies learnings from nonprofit world.
The Power of Hope
- Randy wrote the book “Fireproof Happiness” during COVID as a challenge to articulate research on hope. Hope drives performance and productivity. Leaders should build hope and resilience in the workforce.
Defining a Remarkable Culture
- Relationally rich environment with strong morale, motivation, innovation and productivity.
- People believe the best in, want the best for, and expect the best from one another.
Creating a Remarkable Culture
- Must be intentional, not let it deteriorate by default.
- Hiring and firing by values to attract and repel the right talent.
- Long-term view required to build the culture.
Link Between Culture and Customers
- Leadership culture impacts customer experience. Need positive culture and employee experience to deliver great customer experience.
Axiology and Codifying Culture
- Axiology provides principles to inspire people to bring their best to work and make a positive impact. Values must be embodied throughout, not just espoused superficially.
In this conversation Judith outlines how individual, team and organisational leadership cultures ultimately shape the customer’s reality. Resolving issues depends on the internal culture of accountability versus blame.
Dr Randy Ross is a compelling communicator, craftsman of culture and bestselling author of multiple books, including ‘Remarkable!’. You can order the book here.
Maverick leadership is all about thinking outside the box and challenging the status quo. It’s about having the courage to take risks and the confidence to lead in a way that is authentic and genuine.
But amplifying your influence as a leader isn’t just about having a strong vision or a big personality. It’s also about having the right leadership capability and being able to execute on your ideas and plans.
The consequences of not having the right level of influence as a leader can be significant. Without the ability to inspire and motivate others, you may struggle to achieve your goals and make a real impact.
How Influential Are you? Take the scorecard at amplifyyourinfluence.scoreapp.com and see.
Dr Randy Ross can be found on LinkedIn here. His website is here.
You can listen to Episode 392 on any of the popular podcast platforms or apps (including Spotify, and Audible). If you prefer to listen to your browser you can do that below. Enjoy!