The Top 7 Blog Posts at RobertRichman.com

Great cultures

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Everything You Know About Change Management is Wrong

How Much Should You Pay for a Speech?

What You Really Want is Clarity (and how to get it)

The Number 1 Culture Hack

The Interview Hack

What I Learned About Culture From Stand-Up Comedy

The Truth About Fear and Comfort Zones

The Fastest Way to Change Beliefs

Great cultures

Culture is driven by our values. And our values are shaped by our beliefs about how the world works.

Have you ever tried to talk someone out of their beliefs and into yours? How’d that work for you?

Right.

If you want to have any chance of changing your team’s beliefs, you can’t tell them what to think. Our beliefs are shaped by our experiences. So if you want to change beliefs, give people a new experience.

What experience would demonstrate the value you want? Whether it’s service, excellence, innovation or any other value – design an experience.  There are stories about this in The Culture Blueprint.

Meditate on that question. Use the ultimate culture shaping experience with Open Space Technology, or I can help you do it.

The Interview Hack

Great cultures ,Popular Articles

interviewing hackWe’ve all had it happen…

Someone does amazingly well in an interview and then they turn out to be a not-so-great hire and they don’t help the culture.

So how can we prevent that?

When you’re clear on your core values, you can then design interview questions based on those values. Ideally they’re questions that don’t necessarily correspond to one’s résumé. Instead they feel out how well the person actually lives the values and has a desire to live by them.

You can see how Zappos does it here.

Or check this out for how MindValley does it.

Of course, I’m a big fan of upgrading the team you already have. If you’d like to upgrade your team, or take a high-performing team to the next level, let’s talk.

The #1 Culture Hack

Great cultures ,Hacks ,Popular Articles

NOTE: This blog is the #1 overall hack, for the #1 HIRING HACK, please click here.

“Don’t talk about how to hack culture! That will scare corporate clients!”

That’s what people told me.

They were so wrong! The bigger the company, the more they want the hacks. Why? Because hacking is all about empowering anyone to create a shift. Big companies know how hard it is to create massive change. Culture hacks allow change to happen FAST.

First, let’s briefly define what hacking is:

Hacking is finding a vulnerable point in a system, and exploiting that vulnerability to your advantage. The end result is very little investment with maximum gain.

If that made no sense, don’t worry. The hacks work without you needing to know how they work.

I knew about this #1 hack for a long time, but didn’t realize how important it was until I was working with a major company that wanted to implement its core values and they were running into a problem:

People put working hard and driving results over each of those core values. And because of that, they’re not core values. If they were core, they would never be sacrificed.

Changing to a Core values company is a big step. It can take over a year. So how can they change fast?

Well, to diagnose a culture all we have to do is look at their meetings. Meetings are a subset of culture. And the first data within meetings we look at is people’s relationship to time.

  • Are people on time?
  • Do meetings end on time?
  • Do leaders show up late?

Cultures that are on time inherently respect each other. Cultures that start late and go late tolerate behavior that advances the individual over the culture as a whole.

The #1 Culture Hack: Always be on time.

  1. Start meetings on time (even if not everyone is there)
  2. End meetings on time (or 10 minutes early so they have time to walk to their next meeting)
  3. Have the same standard for all people (no matter their rank)

When I was at Zappos, CEO Tony Hsieh was always on time or early. Never ever did I see him late.

This is a very small hack, but it has a massive impact. If you feel resistance from yourself or anyone else, simply run a 2 week experiment where people have to be on time. Then let the results speak for themselves.

The power of funny images

Great cultures

Let’s face it. Our culture communicates more with images than words. And we can use that to our advantage.

I’ve noticed that at strong company cultures people are often using images to say what they mean, and the images break through much better than any words.

Take this image…

cookie_monster_waiting

This was sent to me with no words when someone was waiting for a response from me. I immediately started laughing and saved it to use on someone else. So what could have been an email that put me on the defensive with “Hey, why have you not responded?” instead felt totally disarming.

Try google image search for funny images or check out the gold mine that is Giphy.

The Latest Culture Shiny Object

Great cultures ,Values ,Vision

going-teal
(graphic source)

The latest fascination on the edge of management is “Going Teal.” You can learn about it from the article and from the graphic. I’m only going to make one basic point I’ve seen everyone leave out:

You can’t go straight to Teal.

Notice that what is listed in every other level is still applicable! You can’t simply throw those things out. And if you’re not solid in those areas then that’s where you need to start.