Leaders are constantly wondering how to create or strengthen their culture. So as part of its ongoing NLI Guide series, the NeuroLeadership Institute has released its latest white paper, “How Culture Change Really Happens.”
In simple, everyday language, the guide makes a compelling case that leaders should be pursuing two lower-level objectives in order to produce — and sustain — culture change. Without both elements, teams may start working more efficiently, but the behavior is bound to subside.
NLI’s approach to culture change starts with growth mindset. Leaders must help their employees understand that mistakes happen, and that failure is inevitable. What matters is whether people see those setbacks as reasons to give up, or to persist.
Once people start embracing challenges as opportunities, rather than as threats, NLI believes the next step is PHS: priorities, habits, and systems.
Leaders often make the mistake of thinking awareness of a goal is enough motivation to achieve it. But willpower is fleeting, so it’s important to create the habits that support a change, and the systems that reinforce those habits.
We define culture as shared everyday habits. With a growth mindset and a focus on priorities, habits, and systems, leaders should have no trouble building the desired shared everyday habits in their own organization.