In a world filled with constant change and challenges, maintaining a positive environment is paramount for both individual well-being and success. But what happens when negativity has seeped into the culture? Can you possibly transform it? I think the answer is "Yes, but its going to take some time!"
Recognizing the Signs
Negativity in the workplace can manifest in various ways: disgruntled faculty, lack of motivation, or even a pervasive sense of pessimism. If you find yourself navigating through a sea of sighs and eye-rolls during every faculty or committee meeting, it might be a red flag signaling the need for change. And, start now! We always hear of failed leaders expressing their thoughts after things went bad. "I should have communicated more/better!" "Next time, I'll get more people involved in this process." "I shouldn't have been so scared of change." Or, the most common one..."Next time, I'll do things differently." In the competitive world of optometric education, there may not be a "next time", so let's talk about some very practical steps that you can take to effect change on your campus.
Addressing the Root Cause
To bring about a cultural shift, it’s crucial to identify the root cause of the negativity. Is it stemming from poor leadership, unresolved historical conflicts, or unclear communication channels? By pinpointing the source, you can tailor your solutions more effectively. I don't think you'll be surprised when I say that the root cause is typically poor leadership. Leaders that fail to address issues with the people that work with them create the vast majority of culture problems. When faculty and staff lose interest in the overall success of the college, feel undervalued, or poorly funded, then bad things happen.
Empowering Through Communication
Communication lies at the heart of every successful team. Encourage open dialogues where team members feel heard and valued. In culture change, the "sender and receiver" model demonstrates that a leaders may spend 95% of their time thinking about the success of their college, while the faculty member spends 95% of their time thinking about success in their career. The consequence of this is that key information is just not heard. The message often misses the mark and is overshadowed by concerns related to job security and fear of changes. So, how do we address this. Well, as leaders, we must strive to shift our focus. Put yourself in the team member's shoes and think about what they are feeling. The goal is for the leader to become a "preferred sender" or a trusted source of true information. Always understand that what receivers hear and what senders say is not always the same thing! Strive to listen first and then tailor your response to the environment. Often Deans are seen as the "preferred senders" in a college of optometry, so it is important that the deans communicate carefully after they have listened. And, then, check for understanding. Remember that we always teach our students to restate a patient's chief complaint at the conclusion of a case history? Well, why don't we do this as leaders? I would argue that it is a very important practice!
Value Systems
In higher education, the militaristic approach of control, consistency and predictability does not usually apply. This type of top-down change may be easier to manage, but it is unrealistic in an environment of doctors! We need our highly educated team members to take ownership for their work. We need them to feel empowered to make decisions that improve the college and student experience. We hired them for their intellect, why would we not let them use it?? Let's value their impact and trust me, feeling valued breeds positivity. Encourage a culture of appreciation and recognition where small wins are celebrated, and accomplishments are acknowledged. A simple "thank you" or a pat on the back can go a long way in boosting morale.
Having the Right Answer
A common pitfall in higher education is trying to always have the "right" answer. When a faculty member comes to the Dean for guidance, the Dean may feel pressure to be the "wise old owl" and provide an answer. But, the reality is that "knowing what is best" is probably not the right answer. Even the best solutions based upon experience and learning may still require tweaking to be effective. Why not encourage the faculty member to give thought and ideas to the solution? Don't ever fall back on that parental saying, "because I said so." Encourage innovation and experimentation, use failures as learning opportunities rather than setbacks. Engaging the faculty member is the right answer for culture change no matter the outcome.
Inclusivity and Diversity
In a world of varied perspectives and experiences, embracing diversity is key to fostering a positive culture. Celebrate differences and create an inclusive environment where every voice is heard, respected, and valued. Again, the "wise old owl" in any discussion does add value to solving any problem, but so does the young, smart and eager team member. I used to have two distinct groups of faculty members on my team. Some were very experienced educators and some were strong, young team members. I often used the analogy of a ship to say that the young team members provided so much drive towards success like the powerful engines of a ship. And, the very experienced team members acted as the rudder to control this burst of power coming from the team. Does that make sense? Both are critically important in navigating rough waters.
Conclusion
Transforming a negative culture into a positive one is no easy feat, but the rewards are immeasurable. By addressing the underlying issues, fostering open communication, and promoting a culture of positivity and inclusivity, you can pave the way for a more engaging work environment.
Focus on these steps; be a trusted communicator, understand resistance, align values with your team, recognize that the "right" answer is not enough, engage team members along each stage as unique, valued individuals!
Remember, positivity is contagious!
By adopting a proactive approach and embracing change, you can navigate your ship towards a brighter future.
Comentários