It is natural to assume that relationship-based cultures would have a distinct advantage in a new world where the human aspects of work are the differentiator. But it’s not always the case – the need for consensus often results in people avoiding the tough (and necessary conversations) to keep the peace, slowed decision making and a general resistance to change.

TACTICIAN Co-founder and Director, Rod Andersen, suggests 3 things for people-orientated organisations who want to achieve more.

1. Have real conversations

We’re seeing a great shift within organisations toward more frequent conversations as they move toward an agile way of working and relook at their approach to performance management. Everything is moving to short, sharp and in the moment.

But just because we’re having conversations more frequently, doesn’t mean we’re having the right type of conversation. Rod believes that organisations “will see a massive increase in efficiency if they equip their people with the skills to have honest and direct conversations. While the structure is already in place within most organisations, giving people the skills to create a culture of honesty and sometimes a little ‘tough-love’ is what will set organisations of the future apart.”

2.        Invest in Professional Intimacy

We’re all getting busier and there is increased pressure to perform. “Leaders are continually complaining they just don’t have time to lead anymore and as a result they’re spending less time building relationships with their people” says Rod.

“This is the part that most leaders are getting wrong. Investing a little time to check in with your people builds respect and creates Professional Intimacy. Once Professional Intimacy is present it becomes a lot easier to have the real conversation and saves leaders time in the long run”.

Leaders who don’t invest time to build Professional Intimacy before having the real conversation run the risk of damaging the relationship and are often shocked when their feedback is met with defensiveness.

Professional Intimacy doesn’t take a lot of time or mean you need to invest money in team building events. It can be as little as a few minutes each day to find out the current challenges or achievements with each of your team members.

3.        Know how to influence

As organisations build more ambitious plans, the challenge of navigating competing priorities grow. Projects continually start and stop and priorities are shifted and resources are allocated accordingly.

Rod adds that “it’s no longer good enough to simply have a strong business case. From challenging others, to delivering persuasive propositions, and driving execution – it’s all in the delivery. People at all levels throughout the organisation need to learn how to influence properly by understanding individual communication differences and adjusting their approach accordingly.”

Culture & Technology: Does your culture help or hinder the ROI on technology? Read the full report here. To discover what is required to build and execute a leader led culture change, contact us.