33 min

Culture Series: Pam Nemec - Communications and Culture Authentic Energy

    • Careers

Join us at one of our workshops or retreats this summer! wendybrandcoaching.com/retreat

Great conversation with culture and communications expert, Pam Nemec.  Here are my takeaways:

1. Communication is critical to culture. It includes a host of things informing people, making sure they understand the goals of the organization and performance expectations, AND it’s about caring and connecting to those on our team.
2.     Three boxes of communications that impact culture: 
Performance and Goal Setting: these meetings are happening daily, weekly, monthly, quarterly, and annually. 
Care and Connection: What are you doing daily, weekly, monthly, and quarterly to touch base and care and connect with your team? This could be team-building outings, 1:1’s, or training.
Respect & Appreciation: This is where communication REALLY fits in. Employees feel respected when they feel informed, collaborated with, etc. And, be sure to include appreciation …spotlight those that are doing it right, representing the culture the way that you really want it represented. This is really where you are bringing your brand to life from a communications standpoint. 
3.     Leaders that aren’t as connected tend to just focus on one box.
4.     If you lead through all three of these boxes, employees feel connected and informed and start leading their own team that way.  And, they start performing beyond your expectations.
5.     Culture is built from the inside out. Take remarkable care of your employees and they will take remarkable care of your customers.
6.     Get clear on who you want to be: Establish your core values, understand your purpose, set your vision, and create your guiding principles. Then you can start telling your brand story and setting brand standards to create your brand strategy.
7.     If you are asking, How do I communicate who we want to be, use the 3 M’s: What is our message, what is the method used to deliver the message, and who is going to be the messenger that will be delivering the message. 
1.     The Message: Get really clear on the message. What do I want to share with the audience and how do I want them to feel when they walk away?
2.     The Method: Is it going to be face-to-face? Is it going to be a big meeting? Is it live or over video? Is it an email? What is the most respectable way to share the message. A consistent communication cadence is also important.
3.     The Messenger: Who is the best messenger to deliver the message. It should be the closest person to the message and the person that is receiving the message. It may not be the easiest path, but that is not always the right way. 
8. Communication methods across different generations in an organization is really about listening and working to understand what they want or need. We are all humans, and we all want the same thing. We want respect, our opinion to be considered, and to feel heard.
9.     The same applies to allowing other diversity of thought and voice from different cultures, genders, backgrounds, perspectives. The only way to get that is to ask and to bring people to the table.
10.  Leaders can create an environment for employees to bring their true authentic self to work by bringing their authentic selves to work.

Join us at one of our workshops or retreats this summer! wendybrandcoaching.com/retreat

Great conversation with culture and communications expert, Pam Nemec.  Here are my takeaways:

1. Communication is critical to culture. It includes a host of things informing people, making sure they understand the goals of the organization and performance expectations, AND it’s about caring and connecting to those on our team.
2.     Three boxes of communications that impact culture: 
Performance and Goal Setting: these meetings are happening daily, weekly, monthly, quarterly, and annually. 
Care and Connection: What are you doing daily, weekly, monthly, and quarterly to touch base and care and connect with your team? This could be team-building outings, 1:1’s, or training.
Respect & Appreciation: This is where communication REALLY fits in. Employees feel respected when they feel informed, collaborated with, etc. And, be sure to include appreciation …spotlight those that are doing it right, representing the culture the way that you really want it represented. This is really where you are bringing your brand to life from a communications standpoint. 
3.     Leaders that aren’t as connected tend to just focus on one box.
4.     If you lead through all three of these boxes, employees feel connected and informed and start leading their own team that way.  And, they start performing beyond your expectations.
5.     Culture is built from the inside out. Take remarkable care of your employees and they will take remarkable care of your customers.
6.     Get clear on who you want to be: Establish your core values, understand your purpose, set your vision, and create your guiding principles. Then you can start telling your brand story and setting brand standards to create your brand strategy.
7.     If you are asking, How do I communicate who we want to be, use the 3 M’s: What is our message, what is the method used to deliver the message, and who is going to be the messenger that will be delivering the message. 
1.     The Message: Get really clear on the message. What do I want to share with the audience and how do I want them to feel when they walk away?
2.     The Method: Is it going to be face-to-face? Is it going to be a big meeting? Is it live or over video? Is it an email? What is the most respectable way to share the message. A consistent communication cadence is also important.
3.     The Messenger: Who is the best messenger to deliver the message. It should be the closest person to the message and the person that is receiving the message. It may not be the easiest path, but that is not always the right way. 
8. Communication methods across different generations in an organization is really about listening and working to understand what they want or need. We are all humans, and we all want the same thing. We want respect, our opinion to be considered, and to feel heard.
9.     The same applies to allowing other diversity of thought and voice from different cultures, genders, backgrounds, perspectives. The only way to get that is to ask and to bring people to the table.
10.  Leaders can create an environment for employees to bring their true authentic self to work by bringing their authentic selves to work.

33 min