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Tag: Identity

Photo Credit: freeimages.com/Barun Patro
The Cultural Artifacts of an Office

The Cultural Artifacts of an Office

The building blocks of an organization’s culture consist of the shared artifacts, beliefs, values, and assumptions (Heskett, 2012, p. 34).  Corporate culture is often considered one of the strongest assets in a firm and may be regarded as the way the company conducts its business (Heskett, 2012, pp. 34-36).  Culture has a measurable impact on performance, and for this reason, leaders seek to build healthy cultures that align with their underlying missions. How an office culture consciously and unconsciously uses artifacts is a fascinating element of the corporate experience.

Today, I challenge you to walk around the office while looking and listening for cultural artifacts.  They are pervasive throughout the environment. From a one-person office to the enterprise level, these elements exist and serve a valuable but underappreciated function.

According to Professor Macrcoulides of California State University at Fullerton and Professor Heck of the University of Hawaii, cultural artifacts may be some of the most observable elements and include such things as the physical structures, logical structures, rules of conduct, policies, imagery, stories, and rituals (Marcoulides & Heck, 1993).  Additionally, they act as reminders of what is important to the organization’s members and frequently have a wealth of internalized meaning.  It is not uncommon for artifacts to be subtle and pervasive throughout the firm’s operating environment.  The reinforcing impact of cultural artifacts cannot be overstated.  By their nature, artifacts are durable and reinforce impressions in the collective’s membership. Finally, many cultural artifacts are encased in legends, stories, and rituals that become ingrained as institutional knowledge. This is a double-edged sword and must be treated with care.

Walk around and look at the painting, pictures, décor, layout, organization, and social practices, while listening to the stories and legends of the company. These stories are shared, part of the lore, and help in the indoctrination of new members to the established group norms. The artifacts are fascinating to watch and listen to when taking a moment to appreciate the meaning and subtleties they convey.

I urge people to ask about these elements when visiting other organizations.

If you are interviewing, spend a few minutes asking about what you see and hear on your way into the interview. People in healthy corporate cultures love to talk about their environment. For other business meetings, it can be an excellent way to break the ice and start a conversation that builds trust. Artifacts of culture are everywhere. Take the time to look, listen, and value their significant messages.

Photo Credit: freeimages.com/Robert Lincolne
Work is a Means to an End

Work is a Means to an End

Meaningful work is a preferred method by which the majority of people wish to get many of their goals in life. Well, this is at least my firm belief. The work in-of-itself is not “the goal” or the be-all end-all purpose for our lives; it is a vehicle that moves us down a chosen path. Albeit a simple concept, it took me a while to internalize its meaning and applicability.  Many people get caught up in their careers while losing the connection to themselves. The inner person may become twisted and warped resulting from a lack of internal alignment between personal values, goals, and actions.

Looking back, I understand why my mentors and leaders placed a high value in the idea that work or a career is a method of achievement and not the purpose of life or the central point of our identity. My executive coach accelerated my learning in this area by incessantly challenging me to question my long-held beliefs.  I would seek shelter in the safety of what got me to that point before gently (or not so gently) pulling the rug out by merely questioning me in a way that cut right through the layers of obfuscation I had carefully constructed.  This is what I needed for me to realize the fallacy of my earlier logic that put work ahead of everything else and allowed me the freedom to explore new concepts.

The difference for me arrived when I understood that work and career are a vehicle of life and should be designed to give an opportunity for me to achieve, explore, and expand whom I am as a person while providing a valuable service to my firm and the needed financial support to my family.

I work because I want to work; where I want to work; and I am with the people I want to be around.  Work is not optional for me; I have to work if I want to fund my family’s lifestyle and prepare us for retirement.  Still, I work because I want to work, and I work where I want to work. My career is personally fulfilling, but it is not who I am or what I do with my life.  Work is no longer my identity. It is part of me but not all of me.

As I shifted and understood my real priorities, changes flowed naturally.  I have lower stress, a happier life, and even more professional success. I did not realize how much easier things become when you are aligned in thinking, values, and actions. By putting first things fist, I support the needed alignment for both personal and professional success.

Photo Credit: "Now" (CC BY 2.0) by new 1lluminati
Aligning Professional and Personal Roles to Core Values

Aligning Professional and Personal Roles to Core Values

Having a strong work-life role as part of our overall identity is healthy and normal for high-performing people.  However, it is easily taken too far.  People may become so emotionally connected to the business that it consumes their identity until “the company” represents a huge part of the individual.  On the other hand, having a weak work-life component of our identity leads to career stagnation, mediocrity, and disengagement.

When we permit our personal identities to be compromised by allowing the corporation to supplant our true selves, we are letting our family, team, and company down.  Our objectiveness and priority system is unbalanced, and that compromises our judgement.  This situation leads to burnout, frustration, and an ever escalating level of damaged relationships.

FYI: This post is not what I intended to write.  However, it is some honest thoughts, and I feel it might be worth sharing.  I hope you find some value in it.

This is avoidable by aligning our priorities and actions with our core values. This requires us to understand what matters the most to us as a person.  Frequently, it is our family. I have learned the importance of regularly looking at my obligations and roles through the lens of my core values. This approach allows for the separation of the corporation from the person. I am not advocating for the separate identities for work-life and home-life.  This would create an entirely different set of problems. I am a complete person that has multiple obligations and roles in life.  When integrated together through core values, I am a unified and authentic person. I would recommend that we look at where our efforts/resources are being directed while asking a couple of questions.

  • Do I understand the needs and expectations of my stakeholders? Even if I am sure, I will ask them again. This understanding must be comprehensive and include both internal and external such as family, friends, colleagues, business and community.
  • Are my actions and resource allocation (time, energy, mind share, and financial among other items) aligned with those needs and expectations?
  • Do I agree with the current alignment between my core values, conduct, the external expectations placed on me, my internal expectations for myself, and my allocation of resources? If not, what beliefs, actions, or assignments need to be modified to gain the required alignment?
  • If I feel my resource’s allocations, actions, and beliefs are aligned with my core values, do the desires of my stakeholder’s need to be modified? If so, what methods may I use to help them in recalibrating their expectations?
  • How often should I recheck my alignment with my stakeholders and core values?

The allocation of resources and assessment of our behavior moves as our life situations change. The aim is to keep the true priorities that are derived from our core values first in our personal and professional lives. When we have an agreement between our core values, behaviors, and stakeholders, we are free to experience higher levels of fulfillment, clearer judgement, and ultimately the success we seek.

Photo Credit: freeimages.com/eric gross
Miss Me Yet?? No, Not Really…

Miss Me Yet?? No, Not Really…

Back in February, I decided to close or curtail the use of a significant number of my social media accounts. At the time, this radical action included the likes of Twitter, Instagram, Facebook, LinkedIn, blogs, discussion forums, and general new sites. The first week was troubling as I felt a nagging sensation that I was being delinquent by not looking or logging into these platforms. For Twitter and Instagram, I did not have much of a choice as I closed my account. I also closed my tumbler account and unfollowed nearly all, if not all, WordPress blogs. There was a distinct feeling of loss as if my favorite security blanket went missing. I finally understood Linus.

After a month, the feelings of neglect and loss are all but dissipated. There is no sensation of obligation or failing to meet other people’s expectations regarding my involvement. There is a surprising upside to the amount of free time that has been created. It is a lot easier to find time to work out and see friends when you do not have as many digital obligations. This is not to say that I am some overgrown child that lives in their mom’s basement. We all have a lot of things competing for our time and attention and this is a surprisingly easy group of items to cut out to allows us to spend time more meaningfully with those that actually matter.

Just doing my part to keep my life a little simpler…