122 – Leadership and Company Culture with Gretchen Anderson

Gretchen Anderson is director at the Katzenbach Center working with client teams across the globe and is co-author of the brand new book The Critical Few: Energize Your Company’s Culture by Choosing What Really Matters. In Critical Few, Gretchen identifies four critical elements in a company’s culture that can catalyze true evolution: traits, keystone behaviors, authentic informal leaders, and metrics that encourage a self-reinforcing cycle of lasting change. By identifying and focusing on these, leaders can set a clear direction, inspire their people, and evolve their work cultures.

Gretchen Anderson

Top Takeaways: Leadership and Company Culture with Gretchen Anderson

  • Energize your company’s culture by choosing what really matters
  • Four critical elements in a company’s culture that can catalyze true evolution
    • Traits
    • Keystone Behaviors
    • Authentic Informal Leaders
    • Metrics
  • What motivates people to do their best work?
  • How does your Company Culture support what you are trying to do?
  • Lifecycle of companies is shorter, and change happens so fast which puts pressure on your organizational culture
  • Operating with less clues due to technology, but still needing human contact
  • Deep human longing to be a part of something bigger than ourselves
  • Isolated but connected – communicating audibly but not visually
  • PWC Survey shows 80% of respondents feel their company must evolve culturally in order to be successful and retain the best people
  • 23% business leaders tried to change their culture but couldn’t
  • The way to evolve culture is to start with behaviors – influence or evolve behaviors, Tangible, practical, observable
  • Pick a couple of habits and stick with those – if you try to change everything you actually change nothing
  • Evolve your culture to better align with your strategic intent
  • Example – Company decided to never send an invite to a meeting without specifying what the decisions/outcome to be made in the meeting
  • Cultural change must be grounded in the way people do their work
  • Difference between critical traits and critical behaviors –
    • Traits are cultural tendency (consensus driven environment) starting point
    • Actions are behaviors that can evolve – a bridge from the traits to where you want to evolve
    • Choose behaviors that have a basis in reality
  • Easier to find pockets of people/influencers within the organization to evolve than it is to impose it from the outside (Authentic Informal Leaders)

Listen to the Audio

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Learning From Leaders: 

Current Book: Everybody Lies: Big Data, New Data, and What the Internet Can Tell Us About Who We Really Are by Seth Stephens-Davidowitz

Leadership Superpower: Good at getting people excited about the sense that work can be fun – uses Carrot not Stick

Motivational Mantra:

[shareable]Listening is an Act of Love[/shareable]

Book Most Often Gifted: HBR Guide to Dealing with Conflict (HBR Guide Series) by Amy Gallo

Additional Items Mentioned

Katzenbach Center: www.strategyand.pwc.com/katzenbach-center

The Critical Few: Energize Your Company’s Culture by Choosing What Really Matters by Jon R. Katzenbach, James Thomas, & Gretchen Anderson

 

About the author

Jake Carlson is a popular speaker, accountability partner, and host of the Modern Leadership podcast. Jake built his business while traveling with his family around the world. Follow him on Facebook, Twitter, Instagram or LinkedIn. Read more about him here.