Category: Understand Culture

Tech Exec - Understand Culture

Welcome to the Tech2Exec Understand Culture category, where we explore the crucial role of cultural understanding in today’s globalized world. This section examines how cultural awareness affects business practices and structures. By looking at diverse perspectives, we highlight how cultural nuances shape communication, decision-making, and leadership styles. We also discuss case studies showing the effects of cultural misunderstandings and the benefits of cultural competency. Our goal is to offer insights that foster a more inclusive, harmonious, and effective business environment, leveraging diverse talents for mutual success.

Ensure a Diverse Workforce for Success

We’ve already discussed the importance of diverse perspectives for tech executives, as they provide a broader view on issues. A diverse workforce is beneficial. Opposites attract, and when it comes to business, diversity is a crucial factor for success. Whether in terms of race, gender, age, or background, having a diverse team brings different experiences and ideas to the table.

It’s not just about checking off boxes and meeting quotas; it’s about creating an inclusive environment that values different viewpoints and promotes collaboration. Studies have shown that diverse teams are more innovative and make better decisions. This is because they can identify blind spots and consider multiple perspectives before making important choices.

Diversity also plays a significant role in attracting top talent.

In today’s competitive job market, candidates are looking for companies that prioritize diversity and inclusion. By fostering a diverse workplace culture, tech executives can attract and retain top talent from various backgrounds, leading to a more dynamic and successful team.

Additionally, diversity brings about empathy and understanding within the company. When people from different backgrounds work together, they learn to appreciate each other’s unique experiences and viewpoints. This leads to better communication, teamwork, and ultimately, a stronger company culture.

However, achieving diversity in the workplace is not always easy. It requires commitment and intentional efforts from leadership to promote inclusivity and create opportunities for individuals from underrepresented groups. Tech executives must actively seek out diverse candidates for hiring and provide equal opportunities for growth and advancement within the company.

Moreover, it’s essential to foster an inclusive environment where all employees feel comfortable and valued. This can be achieved through diversity training, creating open and honest communication channels, and implementing fair policies and practices.

In conclusion, while opposites may attract in personal relationships, a diverse workforce diversity is crucial for business success. Tech executives must recognize the value of diverse perspectives and actively work towards promoting a diverse and inclusive workplace culture. By doing so, they can bring about innovation, attract top talent, and create a stronger company culture that benefits everyone involved.

Click here for a post on diversity equity and inclusion.

Leverage Your Strength – a lesson from history

In May 1940, the German army swiftly invaded France, leading to the astonishing defeat of the Battle for France. This unprecedented downfall stunned Europe, especially considering France’s prior reputation as a formidable Western nation. A tech exec can learn from this lesson in history.

Germany didn’t solely triumph with might; even though the French had a bigger, technologically advanced army and knew about the upcoming German invasion, they should have been prepared to repel the invaders effortlessly.

How did it happen?

The lack of trust and effective communication among French politicians and generals was exacerbated by their stagnation in the past. In 1914, France faced a challenging scenario when German forces overwhelmed them. However, their perseverance and strategic prowess proved decisive. The French tactically withdrew, synchronized their remaining armies, gathered crucial support from allies, and counterattacked. Teamwork made the Battle of the Marne pivotal for the allied forces in World War I.

Twenty-six years later the French were still using 1914 tactics against 1940’s technology.

Leverage your strength but update your strategy. The generals believed armor supported infantry from behind, underestimated planes as frontline weapons, relied on horses to outpace the enemy, and used motorcycle couriers instead of rapid communication. They also misplaced trust in misguided technology and overestimated Maginot Line defenses along the German border. The French generals, WWI veterans, failed to recognize technological advancements and clung to outdated strategies. General Gamelin, head of the French military, even lacked a telephone in his headquarters.

The French thought they knew the enemy.

The Germans effectively employed tanks, planes, troops, and weapons in innovative ways. Tanks, bombers, and infantry quickly penetrated, catching the French off guard. The German generals swiftly adapted their tactics using telephone and telegraph. Unfortunately, France failed to grasp the technological possibilities, leading to their complete defeat within 10 days. Unthinkable, but it happened.

A lesson for companies.

Silos in a company are a natural result of its structure, but they must not impede collective power and success. A tech exec should aim for a unified approach to operations, with shared standards across the leadership team. Keeping up with tech advancements and leveraging them before competitors is crucial. Embrace cross-team collaboration and resource sharing to enhance experience and boost versatility.

Organizations that stick in a ridged silo model and do not collaborate will lose to their competitors.

Leverage your strength and avoid having your teams move in different directions, as it weakens a united force. To effectively leverage your combined organization, do the following:

Have a common mission and set of objectives agreed to by all leaders.
Ensure roles and responsibilities between teams are well defined and understood.
Communicate the operating models for each team to all stakeholders, which will help minimize a silo mentality.
Better coordinate work going between teams ensure linkages are understood. This improves teamwork.
Ensure an effective leadership structure where leaders trust and are communicating with each other.
Have a better understanding of the strengths and weaknesses in our teams so individuals can be deployed appropriately.
Ensure that technology is understood and used effectively (to meet business needs) across all teams.

Don’t forget to empower your team! If you leverage your strength, the combined organization, you’ll be unstoppable… and you will have a much more cost-effective technology environment.

Click here for a post on how to empower and use the full strength of your team.

Diversity Equity and Inclusion

As a tech exec, prioritizing diversity equity and inclusion (DE&I) is crucial a creative and forward-thinking workforce. Unfortunately, it is common for leaders to hire individuals who mirror their own backgrounds and experiences.

People often seek the company of like-minded individuals because it provides a sense of comfort and affirmation. Surrounding yourself with people who share your views and align with your values can create a pleasant and reassuring environment.

DE&I means hire a diverse team.

Avoid hiring individuals who closely mirror your own traits. A true leader, embracing diversity equity and inclusion, seeks out those who challenge them and expand their horizons, offering a wide array of perspectives and innovative ideas.

Hiring individuals who merely echo your views leaves you susceptible to disruption. In essence, they lack the genuine concern for your best interests, as they fail to recognize the evolving landscape of the business world that can affect you. What you truly need are individuals who are unafraid to say, “That approach may not be the most favorable because…” or “Perhaps we should consider this alternative instead…” Having a team that is ready to challenge, and question is paramount to the success of any leader.

As a leader you need to establish a diverse team that allows a thought-provoking environment to thieve.

In summary, Diversity, Equity, and Inclusion (DE&I) foster an organization rich in diverse perspectives, fueling creativity and vitality. Embrace individuals with great ideas instead of viewing them as threats. Ensure genuine collaboration, avoiding adversarial dynamics. Acknowledge each person’s uniqueness and set clear boundaries and expectations to enhance both personal success and organizational growth. DE&I is not just a “nice to have” in the workplace, but rather a crucial component for creating a successful and sustainable organization. By valuing individuals from different backgrounds, cultures, and experiences, companies can tap into a wealth of diverse perspectives that can lead to innovative solutions and approaches.

Click here for a post on importance of DE&I for technology teams.

Tech Executive Matching Personalities

To excel in your tech executive career, focus on connecting with others by matching personalities during interactions. The key lies in grasping and adjusting to their unique communication styles and personalities. This is important because people like people who are like them. You don’t want to be phony because you want to be your authentic self. However, you also want to be able to adapt and communicate effectively with different types of people.

One way to connect with others is by understanding the four main personality types: dominant, influential, steady, and conscientious. Dominant individuals tend to be assertive and direct in communication, while influential individuals are outgoing and persuasive. Steady individuals are more reserved and cooperative, while conscientious individuals are analytical and detail oriented.

Once you have identified someone’s primary personality type, try mirroring their style of communication.

For example, if you are interacting with a dominant individual, be direct and concise in your messaging. If you are communicating with an influential person, use storytelling techniques or appeal to their emotions. For steady individuals, take a more patient and empathetic approach, and for conscientious individuals, provide them with logical reasoning and evidence.

It is also important to understand that individuals may have a blend of different personality types. In this case, it is best to adapt your communication style based on the situation and the person’s current behavior.

Encouraging authentic self-expression is important. However, adapting communication style and using similar terms when interacting with others can lead to favorable outcomes and effective connections.

For example, in sales, conducting thorough research on clients prior to meetings is crucial. Learning about their interests, including any charitable involvement, can be an effective conversation opener. By understanding their communication style, you can adjust your approach to establish rapport, encourage openness, and foster a sense of commonality in how you communicate.

This technique can also be applied to your boss. Utilize the same approach to build a positive rapport with your leader. Conflicting personalities tend to clash, hindering progress. To advance in your career, it is crucial to comprehend your boss’s working style.

In our upcoming posts, we will delve into the fascinating realm of business chemistry. This scientifically grounded approach offers valuable insights in discerning a person’s distinct personality type. Stay tuned for an exploration of this intriguing topic!

It’s crucial to acknowledge that mirroring or understanding a tech executive’s style boosts the chances of gaining their acceptance.

Click here to see a post on aligning your personality with peers in order to be successful.

More About the Importance of Understanding Culture

I highly value this topic. However, some tech executives may not share the same level of interest, often due to not fully grasping the importance of culture. As a tech executive, like a CIO, nurturing a positive culture is crucial for your progress and longevity.

Culture defines an organization’s operations, deeply ingrained in people, making change a challenge. Grasping and adapting to culture is vital for navigating organizations. Failure is inevitable without this understanding or by bypassing culture. To change culture, collaborate with like-minded leaders. It’s tough.

Gain a deeper understanding of culture with these key insights:

Culture should be aligned with business strategy and direction.

Culture must align with and support business strategy. There’s a connection between an organization’s culture and the strategy pursued to meet challenges. There’s no one right culture; it must adapt over time.

Leaders at all levels drive the creation and reinforcement of culture – for good and bad.

Culture is shaped by leaders who set examples, teaching problem-solving skills and instilling lasting “real values” in organizations.

Uncover the values and beliefs that work ‘below the surface’ first.

To shift culture, start by uncovering ingrained beliefs. These mental models shape behavior, sometimes differing from stated values, and are reinforced by organizational systems and symbols.

Leverage your existing cultural strengths to change culture.

When transforming culture, identify strengths in symbols, behaviors, and systems to shape a new culture. Assess meaningful traditions and rituals that positively connect with the organization’s history.

Changing ‘what you can see’ will help you change what’s below the surface.

By changing behaviors and using symbols and systems to reinforce this, you can drive the changes in beliefs and values you want.

For each of your cultural initiatives, think about message, messenger and channel.

To create lasting culture change, prioritize individuals, teams, and the organization. Modifying behaviors can drive transformative shifts across the entire organization. Adjusting symbols and systems, such as strategies and performance management, facilitates effective change.

Think integrated and focus on cultural change on all levels (individual, team, organization) and in co-ordination with other business initiatives.

Cultural transition needs to focus on the individual, team and organization in order to shift culture and ‘make it stick’.

As a tech exec, you play a vital role in shaping the organization’s culture and driving change in shaping the future culture.

Click here for a post on how a tech exec can lead with compassion and impact culture.