"Mind is a flexible mirror, adjust it, to see a better world." -- Amit Ray
Company culture is largely shaped by your company mindset, a set of beliefs and thoughts that determine how employees and leaders make decisions or think about their shortcomings.
A mindset can make or break your company culture--a positive one can boost your business to new levels of productivity and profit, while a harmful mindset can only act as an obstacle to success. In need of transforming a broken company culture? Here are four mindsets you can select from that will surely turn things around.
1. Shifting out of the "right-or-wrong" and "black-or-white" mindset.
What is your organization's relationship with mistakes? Perhaps this relationship needs to be assessed--think about your company's mistake policy. How is failure defined? Are employees encouraged to fail or are they more afraid of making even the slightest error? A "right-or-wrong" mindset can squash innovation and creative problem-solving. Shift into a mindset that is not only tolerant of mistakes but celebrates them as well.
2. A mindset focused on appreciation.
What is your company focused on? If you think your organization is full or problems and broken components, it may be high time you focus more on company strengths. A constant fixer mentality can keep staff stagnant and miserable. But if you take the time to celebrate accomplishments and show gratitude to your team for their wins, you can grow your strengths rather than exaggerate your problems.
3. An autonomy mindset.
Although most senior executives will consider themselves great leaders, 79 percent of employees have been victims of micromanagers, according to the American Society for Public Administration. Managers and business leaders may simply want their organizations to succeed, but not letting your staff to make their own choices can negatively impact business operations. Each of your employees has the ability to drive change and be responsible on their own. In fact, a mindset that promotes autonomy makes employees more productive, more loyal, and feel valued.
4. A mindset that leans into conflict.
A company that avoids conflict is simply missing out on serious growth. When conflict isn't properly managed, employee engagement and collaboration can be seriously damaged. Deal with misunderstandings and errors quickly, thoroughly and effectively, rather than running from the tension. When you approach your work with this kind of mindset, employees will feel safe to talk conflict, and your company will grow in a positive, healthy way.