加入 getAbstract 阅读摘要

Culture Blooming

加入 getAbstract 阅读摘要

Culture Blooming

Nurturing Workplaces Where People Grow

Berrett-Koehler,

15 分钟阅读
6 个要点速记
音频和文本

看看什么内容？

Address the root causes of workplace culture problems to create an environment where people thrive, connect, and grow.

  • 0.5×
  • 0.75×
  • 1×
  • 1.25×
  • 1.5×
  • 1.75×
1×

Editorial Rating

9

getAbstract Rating

  • Eye Opening
  • Concrete Examples
  • Engaging

Recommendation

Leaders tend to view workplace culture as an exercise in system-building. But top-down approaches seldom succeed in fostering the conditions that enable trust, growth, and innovation. In this helpful guide, talent director and culture consultant Abi Adamson frames culture-crafting as akin to gardening. By leveraging her “SERN framework” — digging into the “Soil” of past decisions; giving all employees a chance for “Exposure”; prioritizing honest communication, or “Roots”; and providing “Nutrients” like autonomy — organizations can grow the culture they desire organically and help all their people thrive.

Summary

Use the “SERN framework” to assess whether your organization’s culture inhibits or encourages trust, growth, and innovation.

Many organizations view culture as a top-down structure that leadership must build. Yet this strategy often leads to a disconnect between stated values and on-the-ground actions. When you treat culture as a system to optimize and scale rather than as a network of relationships to nurture, people fail to develop the trust and connections they need to thrive.

One design start-up naturally developed a culture where creativity and camaraderie blossomed. People helped each other through challenges without being asked. Each Friday, employees gathered to informally share how their ideas worked out — or didn’t — spurring collaboration and innovation. When a global software company acquired the start-up, the new firm promised to preserve that culture. But the new systems they introduced led to its demise: The cherished Friday sharing events went from voluntary to mandatory; people’s contributions became tracked metrics; and employees could only share their thoughts by way of presentation templates. Employees also had to file formal requests to get help...

About the Author

Speaker and writer Abi Adamson is the founder of the consulting firm The Culture Partnership. She has hosted culture workshops for a variety of global organizations, including Spotify and Sony Music.

Comment on this summary