Awesome Team

I work with an awesome team. All-stars.

I share this post because it might inspire you and because we are all in a different place of development, as are our teams who are trying to work in the Grey Space.

This team earns national awards (NACE Career Services Excellence Award 2017). They serve as leaders and participants in local, regional, and national organizations. They cover each other’s backs and fill in when needed. They get it.

Every Wednesday morning we gather for a 15-minute rapid-fire stand-up meeting to share how we will meet our mission this week. Afterward, there is an organic collaboration based on what people heard others say. It is a great communication tool to help keep everyone informed.

One time we needed help in our on-campus student employment referral area. During our stand-up meeting one Wednesday the leader for our On-campus Student Employment area announced that she needed some help. After the stand-up, she would be providing a training session to anyone who could help with this operation during the rush period.

I should mention that in addition to a comprehensive career center, we also run the on-campus student employment program empowering the employment of about 5,000 students annually on campus.

Who went to the training after the stand-up? The.   Entire.   Group.   Went.   Everyone.  Hourly, salary, assistant directors, receptionist, regardless of position they went. Leadership 360 at work (See my Good Reads list)

I watched this happen. I knew this was not the norm in organizations. I was really proud of this team. Then I asked why. Why are they so fantastic?

They have something that believes in them, and they have something to believe in.

A vision. A mission. A workplace culture. Each of these are defined, can be modeled, and can be seen in action. They have something to help them steer their ship. It is after all, their ship. They have created, and are protecting, the best damn career center in the profession. Just as Captain Abrashoff created the best damn ship in the navy (see my booklist again).

Beginning with workplace culture, they bought in. They were told what the expectations were for workplace culture. However, they chose to participate and they chose the mission. Now, our interview process is tied to culture and mission.

See these posts for more about creating intentional workplace culture, and aligning interview processes with culture and mission

Because of a strong workplace culture, and a mission they created, they also believe in the vision.

Below are some reflection questions. I want to close with I am blessed to work with the most excellent career center team in the country (recognized by NACE in 2017 – and by me every day).

For your reflection:

If you are in a defined leadership role:

1. Can you describe your workplace culture expectations?
2. If so, are you pleased with what you find?
3. If it could be better, what are you doing to help improve the workplace culture for those you are responsible for leading?

If you are not in a defined leadership role:

1. What kind of workplace culture do you have / want?
2. Are you contributing to a positive meaningful workplace culture, defined or not?
3. What can you do to begin discussions about workplace culture construct?

If you are a leader of leaders:

1. What are you doing to empower your leaders to create and model a positive workplace culture?
2. If you lead multiple departments, does each department have their own sub-culture in addition to the larger division or organization?
3. If so, is it positive? Why or why not?

I would love to hear your feedback on LinkedIn or in the comments section below.

What do you think?