Image credit: AndreyPopov
In case you missed Part 1, I talked about how to shift your personal mindset and emotions to increase your odds at succeeding - all just by using “yes, and.” You can see that here.
If you’re a leader, you’re probably wondering how this approach can be applied to increase success in your organization. After all, that’s what I teach in my keynotes, right? Shepherding dozens or even thousands of others through such a momentous shift requires a slightly different approach.
A Little Recap: Goals, Strategies, and Tactics Are Not Enough
When planning for the future and preparing for change, it's natural to zero in on the tangible aspects: Goals, Strategies, and Tactics. This is especially true at the organizational level. While these elements are undeniably important, they don't paint the full picture. In fact, relying solely on them can sometimes feel like you're endlessly ice skating uphill.
Organizational Change with Yes, And: Transforming Culture
What I share that most helps with organizational transformation are the lessons on how to embrace a “yes, and” culture. This starts with a deep understanding of where your culture currently stands. Here’s how to step through the whole process:
- Assessment: Begin with a thorough assessment of your organization’s current culture. This could be a formal assessment (I have created a simple one you can use by clicking here). But beyond formal tools, start by observing and listening. Ask your team members how they think others perceive the culture. This works because people often misjudge their own attitudes but have a keen sense of the broader environment.
- Ask and Listen: Engage in open dialogues with your team. Ask them about their experiences and genuinely listen. What are their frustrations? What excites them? These conversations can uncover hidden cultural dynamics that either support or hinder a “yes, and” mentality.
- Lead by Example: As a leader, your influence extends beyond just managing tasks and performance. If you want your team to adopt a “yes, and” mindset, you must embody it yourself. Nothing breeds cynicism faster than a leader who says “yes, but” while expecting their team to embrace “yes, and.”
The way you respond to challenges, ideas, and (especially!) mistakes sets a precedent for your team. Demonstrate the “yes, and” mindset in your interactions. Listen actively, express how much you value input, and create space for others to shine. Focus on creating a culture of psychological safety - an environment where the role of emotions is acknowledged and respected, but not allowed to overwhelm or derail the team’s focus.
Most importantly, ensure that mistakes are understood as part of the process, and all ideas are welcomed, even if they can only serve as stepping stones toward bigger and better ideas. Remember, the goal isn’t perfection! It’s about creating a framework where moments of brilliance can emerge, where challenges are met with possibility, and where the uphill struggle becomes a path to growth and success.
How will you start implementing a “yes, and” culture in your organization today? If you're not sure, feel free to reach out to me here and let me know what you're struggling with. I'm happy to help!