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“It’s easier to hold to your principles 100% of the time than it is to hold to them 98% of the time.” — Clayton Christiansen. I have often written about the importance of a company’s Core Values. That’s because no matter what words you may have chosen as values, your organization’s Core Values are on display in how leadership and employees actually behave. As I’ve said before, how you have acted in the last twelve months will define your career for the next decade. Your character, and your company’s character, matters.
The holidays have been even quieter than normal, which has given me plenty of time to reflect on my New Year’s resolutions. Looking at 2021, I decided to use a completely new approach to lay out my goals. The result of my new approach? A highly-detailed, accountable, actually achievable plan for the next year (I think). Wondering what this process looks like?
What do your employees, peers, and leadership team think of the COVID-19 vaccine? Will you require the vaccine, or will you let employees make individual decisions? As a leader, you need to steer the discussion about vaccines in your organization with your Core Values in mind. No matter what strategy your organization takes, the most important factor is going to be how you communicate your decision.
Can you answer “Why does your organization exist? What are your core values?” Great. Now, would your latest entry-level employee give a similar answer? How about someone who has been at your company for a year? Your core values give your organization a guiding mission. Many organizations pay this idea lip service, but their true commitment to their core values was tested this year. As we close out 2020, there’s no better time to examine how your organization is approaching your core values.
Companies don’t go bankrupt because they lose money; rather, they run out of cash. Where are we, heading into 2021? First, you can expect your cash to get tighter as we weather the current economic slowdown. Then, with a vaccine on the horizon, you will need to be positioned for growth. If you don’t have the cash you need, have you looked at how you can generate the cash internally? More on how to improve your cash conversion cycle…
In his work as Zappos CEO and elsewhere, Tony Hsieh believed, and proved, that culture is the most important thing in an organization. According to Hsieh, if you get the culture right, the rest will take of itself. How did Zappos do it? You can take a look at everything from the company’s interview questions, to “The Offer” to leave a position as a new hire. Hsieh believed that a company’s brand is just a reflection of the culture, and his legacy is felt across so many industries.