Weak or No Signal

At a recent networking event I was asked to stand up and speak for a few minutes about Executive Technologists and “what we were all about”. As I approached the front of the room, I noticed that the large flatscreen TV which would be behind me was displaying that familiar message “Weak or No Signal - Check connections and make sure devices are powered on.” (An upcoming presenter had turned off the laptop connected to the screen.)

It struck me that that message was applicable to a common leadership failure in many organizations. Namely that, while an organization’s most senior leadership might hold dearly to the values, vision, mission, and value proposition, lower levels in the hierarchy “lose the message” and perhaps don’t recognize them at all.

NO SIGNAL - In some organizations, written values, vision, mission, and value proposition (VVM-VP)do not even exist! Usually there is a strong founder still present, and his/her personal values become those of the organization even if unspoken. If you ask someone in the organization why certain values are in evidence, you’ll be told “that’s the way it’s always been” or that “because that’s the way Mr./Ms. Founder wants it”. The same applies to an organization’s vision and mission. Ask what the future looks like or ask “why the organization exists” or try to divine the organization’s purpose and you’ll get referred back to the founder with a shrug. New employees are just expected (slowly) over time just to absorb by osmosis all of the core elements that define the organization.

WEAK SIGNAL - In some organizations there may be posters on the wall proclaiming the values vision, mission, and value proposition. But that may be where any efforts to instill them end. Or perhaps one time, during employee orientation there will be a few slides, quickly forgotten. These are examples of organizations where the signal is weak. So weak that there is no reception! Such organizations are an example of where senior leadership (or perhaps past leadership) made an attempt to crystalize and codify the culture. But then they failed to institutionalize it.

Fortunately, that flatscreen TV message also points to the proper solutions!

CHECK CONNECTIONS - I already said that a few posters on the wall is a poor connection method if that’s the limit of effort. I recommend that organizations increase both the frequency of “connections” AND variety of the connections.

• Do ensure that employee orientations emphasize the values, vision, mission, and value proposition. The message should be delivered by a senior leader and NOT just by some HR associate.

• At least quarterly, during some kind of town hall or “company update”, the message needs to be repeated. In particular, progress toward the Vision must be reported!

• Implement and institutionalize other reinforcement methods.

  • Weekly emails from the CEO or President should refer back to the culture elements as often as possible

  • Institute awards and rewards for team members whose actions exemplify values or mission

  • Add VVM-VP to email signature blocks (or rotate/alternate among them) with graphics which evoke each element

MAKE SURE DEVICES ARE POWERED ON - Even with frequent and varied connections, it’s important that those connections be powerful! The signal needs to be strong!

• Leaders from the senior level down to the supervisory level need to be “powered up” by formal training on the VVM-VP and on their role in promulgating and sustaining it.

• Team members at all levels of the organization need to be periodically “tested” to determine how well the signal is getting through. No #2 pencils are required! Simply use any of the many employee engagement or even simple survey tools (SurveyMonkey, etc) to ask text response questions about the VVM-VP. Senior leaders should get a score of close to 100%. Managers or “leaders” should score at least 75%. Every employee down to the most entry level position should score at least 50%!

  • Give fun rewards like ice cream gift cards to everyone who makes the mark.

  • I know one firm that gave cash rewards to employees for correct answers to spontaneous VVM-VP questions the CEO would ask after stopping someone in the hallway.

What are your thoughts about a Weak or No Signal in your organization? Use the Contact Us link to let me know?