How to stimulate an active contribution culture...

#1 · 31. January 2020, 16:27

Please see my contribution at https://tourist.fh-joanneum.at/network/topic/how-to-make-partners-from-se-asia-participating-dialogs-about-sustainable-tourism/#postid-71 with my questions about how to motivate partners to take an active part in networking.

Ceterum censeo mutationem climae esse vincendem.

(Incidentally, I think that global warming must be defeated)

Prof. (FH) Mag. Mag. Dr. Harald A. Friedl
Assoc. Professor for Sustainability and Ethics in Tourism
Institute for Health and Tourism Management
FH JOANNEUM - University of Applied Sciences
Kaiser-Franz-Josef-Straße 24
8344 Bad Gleichenberg, Austria
Phone office +43-316/5453-6725
Phone mobil: +43-699/191.44.250
eMail: harald.friedl@fh-joanneum.at
Web: www.fh-joanneum.at/GMT

#2 · 31. January 2020, 16:30

Please see my contribution at https://tourist.fh-joanneum.at/network/topic/invitation/#postid-72 about a theoretical reflection about structural reasons hindering active participation in networking.

Ceterum censeo mutationem climae esse vincendem.

(Incidentally, I think that global warming must be defeated)

Prof. (FH) Mag. Mag. Dr. Harald A. Friedl
Assoc. Professor for Sustainability and Ethics in Tourism
Institute for Health and Tourism Management
FH JOANNEUM - University of Applied Sciences
Kaiser-Franz-Josef-Straße 24
8344 Bad Gleichenberg, Austria
Phone office +43-316/5453-6725
Phone mobil: +43-699/191.44.250
eMail: harald.friedl@fh-joanneum.at
Web: www.fh-joanneum.at/GMT

#3 · 25. February 2020, 13:52

Dear Harry,

thank you again for posting this topic.
We need to hear other opinions in order to improve our forum. Every comment/suggestion from our participants is welcome!

Adis Krdzalic

FH Joanneum

Institut für Bank und Versicherungswirtschaft

adis.krdzalic@fh-joanneum.at

#4 · 23. May 2020, 7:13

If you are interested in watching the contribution to networking than you should consult with a good website. The way I use the best essay writing service guides us to know in-depth about networking.

Harald A. Friedl has reacted to this post.

#5 · 23. May 2020, 12:15

Dear Allen,

Thanks for this contribution, and please forgive me to be critical (which could be another door-opener for more cotribution: using the network for critically reflecting ideas, measures and methods in order to e.g. develop useful ways out of the Corona-crisis...)...

...but is it really a question of writing essays?

Are essays in general a well applied way to communicate in networks?

I love to write essays - but as a way to reflect my own world in order to re-arrange my personal sense of coherence: to re-find my own way of perceiving the world in a well applied way. A kind of "Delpian approach" ("Recognize yourself!").

And I love to read well written essays if they are inpiring.

But at the same time, I feel overwhelmed and discouraged by a very long essay to respond while a mount of work is waiting to be done..

Any idea to combine the triggers of inspiration and challenge while avoiding the triggers of "over-obligations", "excessiv demand about top quality" and the "fear of saying something "improper"?

Thanks, bye, Harry

Ceterum censeo mutationem climae esse vincendem.

(Incidentally, I think that global warming must be defeated)

Prof. (FH) Mag. Mag. Dr. Harald A. Friedl
Assoc. Professor for Sustainability and Ethics in Tourism
Institute for Health and Tourism Management
FH JOANNEUM - University of Applied Sciences
Kaiser-Franz-Josef-Straße 24
8344 Bad Gleichenberg, Austria
Phone office +43-316/5453-6725
Phone mobil: +43-699/191.44.250
eMail: harald.friedl@fh-joanneum.at
Web: www.fh-joanneum.at/GMT

#6 · 26. May 2020, 14:44

Quote from Mike Robben on 26. May 2020, 14:44
Working at a company heralded for its unique culture, I am often asked how we are attempting to scale it. There is a general feeling that to grow quickly means your culture will suffer as a result. While this is indeed a potential, I don’t believe growth has to equal watered-down culture. I’d offer that strong culture is one of the key components to that very growth in the first place. Please check more tips from https://venturefizz.com/stories/boston/importance-cultural-contribution

That said, we need to be laser-focused on how we adopt that culture with the onslaught of so many new people. It’s not just about handing over a coffee cup with your core values on it or directing people to a handbook where they are listed; it takes hard work to help everyone understand your company’s values, as well as to embrace and embody them as well. While each of our companies is unique and has their own set of values and culture, my hope is that if your company is in growth mode, you’ll find this perspective thought-provoking.

It’s Not Just About Culture Fit...

Though I have been actively focused on identifying and scaling culture throughout my entire career until recently I was fixated on helping to understand and enable culture “fit.” Loosely defined, I thought of this simply as meaning that the candidate’s beliefs and behaviors were well aligned with our company’s. When we identify that alignment, we’ve got someone with good “fit.”

And yet, I’ve discovered over the years, there is so much more to it. If we center all of our attention on someone fitting in and blending with what’s important to our organization, we potentially risk building a team of thinkers who are overly myopic in their thinking. In other words, while we are busy trying to identify people who believe in the same things your team does, we could also inadvertently create an environment where we are limiting innovation by hiring people who are a little too similar. While fit might seem like the right dynamic as your company is growing, the larger you scale, the bigger this concern this becomes. And no growing company wants to limit its ability to innovate and adapt.

...It’s About Fit AND Contribution.

Winston Churchill once said, “We make a living by what we get, we make a life by what we give.” While it is still vitally important to understand if your candidates - and employees - share an aligned mindset about the belief system of your organization, it’s just as critical to explore what those individuals are going to contribute back. When we think about cultural contribution at work, we need to consider things like inviting people with different mindsets to the conversation to expand the ideas and innovation. Or perhaps celebrate those who don’t just show up and “live” the values, but actively work to enhance them with their energy and actions. I'm work with too more legit essay writing services and I know what I sad!

In our company, we have a very simple formula to reward and recognize those who are truly contributing. We don’t just consider skill, or them doing their job well. We also carefully balance a positive attitude, a high aptitude to learn, and their embodiment of our core values. It’s not rocket science; we celebrate those people who are additive to the organization as they stand out as exceptional. Of course, it’s certainly easier to just show up and “fit in”, and thankfully at our company, we are fortunate to attract a team who strives to go above and beyond. However, a thriving company won’t just hire cultural contributors; it will nurture and reward current employees who behave in this manner.

It’s an incredible place to be, establishing the culture of a growing company. Attracting people who share a similar belief system and working together towards the same mission can build serious feelings of belonging and community. Keeping it strong and thriving as you scale, however, takes care, nurturing, and editing. At our company, we refresh our approach fairly frequently.

This year, we’ve created a series of examples that are being introduced to all of our people in the coming weeks that clearly outline what behaviors we think are great - and not so great - to help people really understand and internalize our values with more clarity. At the end of the day, however, it’s all important. Having a clearly articulated set of values and beliefs that are vital to your organization’s ability to align all of your people activities (hiring, promotions, development, communication, terminations, etc.). Be mindful it’s not just about finding people who “fit in” to make your culture thrive; balancing that with what they contribute back is just as essential.

Working at a company heralded for its unique culture, I am often asked how we are attempting to scale it. There is a general feeling that to grow quickly means your culture will suffer as a result. While this is indeed a potential, I don’t believe growth has to equal watered-down culture. I’d offer that strong culture is one of the key components to that very growth in the first place. Please check more tips from https://venturefizz.com/stories/boston/importance-cultural-contribution

That said, we need to be laser-focused on how we adopt that culture with the onslaught of so many new people. It’s not just about handing over a coffee cup with your core values on it or directing people to a handbook where they are listed; it takes hard work to help everyone understand your company’s values, as well as to embrace and embody them as well. While each of our companies is unique and has their own set of values and culture, my hope is that if your company is in growth mode, you’ll find this perspective thought-provoking.

It’s Not Just About Culture Fit...

Though I have been actively focused on identifying and scaling culture throughout my entire career until recently I was fixated on helping to understand and enable culture “fit.” Loosely defined, I thought of this simply as meaning that the candidate’s beliefs and behaviors were well aligned with our company’s. When we identify that alignment, we’ve got someone with good “fit.”

And yet, I’ve discovered over the years, there is so much more to it. If we center all of our attention on someone fitting in and blending with what’s important to our organization, we potentially risk building a team of thinkers who are overly myopic in their thinking. In other words, while we are busy trying to identify people who believe in the same things your team does, we could also inadvertently create an environment where we are limiting innovation by hiring people who are a little too similar. While fit might seem like the right dynamic as your company is growing, the larger you scale, the bigger this concern this becomes. And no growing company wants to limit its ability to innovate and adapt.

...It’s About Fit AND Contribution.

Winston Churchill once said, “We make a living by what we get, we make a life by what we give.” While it is still vitally important to understand if your candidates - and employees - share an aligned mindset about the belief system of your organization, it’s just as critical to explore what those individuals are going to contribute back. When we think about cultural contribution at work, we need to consider things like inviting people with different mindsets to the conversation to expand the ideas and innovation. Or perhaps celebrate those who don’t just show up and “live” the values, but actively work to enhance them with their energy and actions. I'm work with too more legit essay writing services and I know what I sad!

In our company, we have a very simple formula to reward and recognize those who are truly contributing. We don’t just consider skill, or them doing their job well. We also carefully balance a positive attitude, a high aptitude to learn, and their embodiment of our core values. It’s not rocket science; we celebrate those people who are additive to the organization as they stand out as exceptional. Of course, it’s certainly easier to just show up and “fit in”, and thankfully at our company, we are fortunate to attract a team who strives to go above and beyond. However, a thriving company won’t just hire cultural contributors; it will nurture and reward current employees who behave in this manner.

It’s an incredible place to be, establishing the culture of a growing company. Attracting people who share a similar belief system and working together towards the same mission can build serious feelings of belonging and community. Keeping it strong and thriving as you scale, however, takes care, nurturing, and editing. At our company, we refresh our approach fairly frequently.

This year, we’ve created a series of examples that are being introduced to all of our people in the coming weeks that clearly outline what behaviors we think are great - and not so great - to help people really understand and internalize our values with more clarity. At the end of the day, however, it’s all important. Having a clearly articulated set of values and beliefs that are vital to your organization’s ability to align all of your people activities (hiring, promotions, development, communication, terminations, etc.). Be mindful it’s not just about finding people who “fit in” to make your culture thrive; balancing that with what they contribute back is just as essential.

Harald A. Friedl has reacted to this post.

#7 · 27. May 2020, 18:29

Thanks very much, Mike. I like very much your way of looking on "communication culture", as you said:

"It’s not just about handing over a coffee cup with your core values on it or directing people to a handbook where they are listed; it takes hard work to help everyone understand your company’s values, as well as to embrace and embody them as well. "

I just wonder if developing a network such as this is structurally comparable to a company.

Thanky, Harry

Ceterum censeo mutationem climae esse vincendem.

(Incidentally, I think that global warming must be defeated)

Prof. (FH) Mag. Mag. Dr. Harald A. Friedl
Assoc. Professor for Sustainability and Ethics in Tourism
Institute for Health and Tourism Management
FH JOANNEUM - University of Applied Sciences
Kaiser-Franz-Josef-Straße 24
8344 Bad Gleichenberg, Austria
Phone office +43-316/5453-6725
Phone mobil: +43-699/191.44.250
eMail: harald.friedl@fh-joanneum.at
Web: www.fh-joanneum.at/GMT

#8 · 22. July 2020, 20:48

Thanks for the idea!

#9 · 30. July 2020, 10:41