Ryan Berman, author of the new book RETURN ON COURAGE, is the Founder of Courageous, a creative consultancy that develops Courage Brands®. For his book, Berman spent three years shadowing top leaders to understand how they accomplish their goals. He found that the best leaders make sure that courage is a key component of their organization’s culture. The excerpt below will help you build an organization in which courage thrives.
Most businesses are properly focused on return on investment. Courage Brands have a high Return on Courage. How can you recognize when your brand is moving down the right path to delivering a Return on Courage?
By doing the hard work of setting up your Central Courage System, you’re on your way to eliminating the fragmented gap that sits between organizational health and courageous business.
All decisions can now be made the right way—through your core values. Remember, core values are not eye rolls. They are how the exceptional roll. Knowing your values and communicating them takes the guessing game out of what matters most to your business. Activated properly, your values become your corporate cadence that can bring calm and alignment to your employees.
Remember, repeating makes Believers. The same holds true when you stay authentic to your values and use them as decision-making filters.
When you lead with your values, you have the opportunity to make a Believer. When you make internal Believers, you make a culture. When you have a culture crafted out of your values and belief system, you build a loyal company willing to go the distance on your behalf. This is the idea of conviction. How you operate and communicate is the driving force behind making Believers or making Fake Believers. It has never been more desired by a next generation workforce than it is now.
In less than a decade, 75 percent of your workforce will be Millennials. This generation aspires to work at unique, innovative, and purpose-driven companies. They’ll stick around if they believe. Create an authentic, empowering, and purpose-driven work environment that Believers can rally behind.
“Create an authentic, empowering, and purpose-driven work environment that Believers can rally behind.” -Ryan Berman
Culture defines us in our family units, businesses, and organizations. It distinguishes who we are and how we are described. Employees can readily describe their organizational culture, using such words as supportive, open, results focused, etc. Much of that culture is built up over years or even decades. Yet we don’t have decades to build a successful team culture; we endeavor to create a strong and powerful culture within one to two years. We do this deliberately and consciously by defining the culture we want and then bringing it to life. When team members start to identify strongly with the team, we know that the team culture has become embedded.
THE 8 ELEMENTS OF HIGH – TQ TEAMS
As a result of working with hundreds of teams over many years, I have found that there are certain elements of High-Performance Teams that can be summarized by the acronym VIVRE FAT!
The idea of VIVRE FAT is not to create a group of ‘bon vivants’ or ‘gourmands.’ It’s rather about focusing on the ingredients that will create a great team that fulfills its mission and realizes its vision. Let’s examine each of the eight elements more closely.
High-Performance Teams know where they are going and have a keen sense of direction. The Vision syncs with the overall company vision yet is distinct to the team. The Vision is not something created and communicated by the team leader alone; rather it reflects a core team effort, allowing all to feel ownership. The Vision is a motivating factor that propels the team forward. It allows team members to set clear goals, and targets and measures success. The Vision encompasses not only the business but also other aspects, such as team, people, key financial metrics, industry, and stakeholders. Besides Vision, we may also want to define the ‘purpose’ or ‘mission’ of the team, which essentially defines its ‘raison d’être’ or reason why the team exists.
“Every company needs to nurture its own culture organically, developing a distinct personality.” -Douglas Gerber
High-Performance Teams identify with the team and are proud of it. This sense of pride is due, in part, to the personal efforts that each team member has invested in moving towards High Performance. Identity forms an important part of one’s own self-perception and may even be more powerful than company or industry Identity. Identity places the team first and knows that team effort is a key to overall success. The sense of being part of something much bigger drives team members the extra mile. They believe what they are doing has meaning and creates value.