When you dream of working at a company more suited to you—to your beliefs, your style, your…self—what do you imagine? And what are the current company norms you encounter that send you into that daydream?

I help Change Agents of all sorts—CEOs, CTOs, visionary directors and both internal and external agile transformation leaders—try to bend their organizations toward a better, more inspiring and fulfilling culture.

Culture, to me, means: how people treat each other, both inside and outside our group, and what we stand for, as exhibited by how people behave and how it feels to be in this environment.

The details vary, but for the people I’ve worked with, that target culture often looks something like: 

An environment that provides a sense of connectedness, 

in which you feel seen and appreciated for your strengths and talents as well as accepted with your weaknesses, and 

in which it is safe to learn and grow.

What would that culture look and feel like?

How would you know your company behaved more like that vision?

In meetings and conversations, everyone tries to make space for every voice and opinion while also helping us reach decisions and make progress for the good of the whole. 

In most every interaction–with the front desk receptionist and with the CEO–you feel treated with respect.

Colleagues and leaders help you plan to learn, and celebrate learnings. Learning is truly considered as important, if not more important, as hitting a plan or meeting a target.

You observe directly or hear stories frequently about people really living the company values. You see or know about colleagues putting the customer first, or going above and beyond for a peer. And these stories and observations give you a great sense of community and belonging.

What is the gap?

In what ways does your company fall short? I bet it’s not all terrible. I’ll bet there’s some goodness. Great examples of people being kind, and thoughtful, and fostering connection. I love finding the positive.

But just this once, I’m going to ask you to focus on what’s missing.

What specifically happens in meetings that makes you feel stifled? Or afraid to contribute? Or unappreciated?

What specific things have people done or said that make you feel marginalized, or disrespected?

What have you seen colleagues do or say that seems to go against the ideals the company espouses in those posters on the wall? 

Come learn how to bridge that gap

Now, with those gaps in mind, put a reminder on your calendar to attend my online talk, at the Agile Virtual Summit, on June 3d at 1:15p – 2:30p PT // 4:15p – 5:30p ET.

In this talk, I’m going to provide some very practical tips for how you can begin to practice the habits and behaviors that can begin to change the culture in your organization.

Whether you’re a CTO trying to model the New Standard. Or the agile transformation leader trying to reinforce the lean-agile principles. Or the RTE or ScrumMaster trying to change the way people work around here. These are practices *you* can adopt. And those practices *will* begin to change the culture of the organization.

Click here to register for FREE. (Or, upgrade your registration to get access to all the talk recordings as well as other bonus material.)

p.s. You can watch my interview with Adam Weisbart, who conceived and is organizing the Agile Virtual Summit, here.