Author: gothamCulture

Five Keys to Building a Healthy and Productive Virtual Culture

By gothamCulture
Published at In Category Blog Tags: ,

gothamCulture is a truly virtual work environment. With a team that is separated by geography and time zones, it is imperative to learn how to best work together in ways that help us live our value of Authentic Community. Here are a few of the tricks we’ve learned along the way

1. Use technology to your advantage

This seems like a no-brainer, but you would be surprised how challenging it can be to break people’s old habits to get folks to adopt new ways of using technology to get things done. We make a concerted effort to utilize chat and videoconferencing technology on a daily basis to help maintain and foster effective working relationships with staff and associates. Every effort is made to minimize the “space” between people.

2. Keep the team “up to speed”

In a fast-paced small business like ours, with team members who may be in a different city each night, it’s easy to get caught up in our own little worlds- working feverishly to provide top quality services to our clients. Based on feedback we received from our staff, we instituted structured, weekly team meetings where team members log into a Google Hangout from wherever in the world they may be to connect with the rest of the team. Everyone contributes to the weekly team meeting. We not only get a chance to give the team a feeling for the bigger picture, we are also able to identify areas of risk and reallocate resources in the short-term to ensure that all of our client engagements are executed flawlessly. Typical weekly meeting at gothamCulture.

3. Set rules of engagement for virtual work

In order to help expedite effective working relationships virtually, we recommend setting clear rules of engagement up front that team members can agree upon and to which they can hold each other mutually accountable. These norms may evolve over time as you refine the ways in which you interact virtually, but we’ve found that setting some ground rules at the beginning really helped us to bake virtual work into our culture in an effective way.

4. Be crystal clear about your purpose, mission, and values

We can’t overstate this enough. When all else fails, we know that our team members will know exactly where to spend their time and attention and how best to prioritize their workload. By ensuring clarity of purpose and alignment around what is truly most important to us as an organization, all team members can manage themselves to be most productive – even in the absence of direct and timely supervision. If you aren’t clear about who you are and where you’re going, how can you expect your employees to know where to focus their energies?

5. Find ways to encourage collaboration on project work

At gothamCulture, we are deliberate about structuring work in ways that force team members to collaborate across great distances. Not only does it result in higher work quality, but it also creates reasons for team members to interact in ways that they might not have otherwise done. These long-distance collaborations give newer members of the team a chance to learn from our more seasoned experts.

The Culture Grinder in Mergers and Acquisitions

By gothamCulture
Published at In Category Blog Tags: ,

I recently posted a blog entry discussing the concept of the Culture Grinder, our term for organizations that attempt to drive strategies that are in conflict with the culture despite countless examples of how this just doesn’t work. Having recently supported a client with a culture integration of a recently acquisition it reminded me of how the Grinder can rear it’s ugly head no matter what the strategy.

In this case it was a growth strategy through acquisition. The purchasing company sought to expand its reach and to expand its service offerings with current clients by acquiring a small organization that had expertise in a particular area. The strategy was sound and people approached the situation from a positive perspective of mutual gain through working together.

Through facilitated conversations with the senior leaders of both the acquiring and the acquired company, we were able to make explicit the underlying values and “keystone habits” of each organization. By doing this, the team was able to discuss the role of culture as an enabler or detractor in their collection ability to drive the strategy that they envisioned. Continued dialogue helped the leadership team identify areas in which the culture of the integrated organization may need to evolve in order to reduce risk and increase the likelihood of continued success and growth.

Only time will tell.