Notables from Paul Bridle

The other day, I had the occasion to spend some time with Paul Bridle, an English author and speaker. As always, when one has an opportunity such as this, certain impressions and thoughts will surface. This post will share them with you.

Paul is a warm and open individual, filled with confidence and humility all at once. He has a comfortable way of making his points without seeming arrogant or thrusting them upon you. What results, is am easy way of discussing things of note that promote learning and foster good communication.

What was most significant to me was his research of, and findings about, corporate culture. He first of all believes that there are four perceptions within any organization that determine what the culture will be:

1) Between management and the employees. If communications are too top down, if management is condescending; if employees don’t feel management cares about them, one sort of culture is created. The reverse holds true as well.
2) Between teams and//or departments. If certain teams or departments have a superior attitude towards others; if departments don’t feel appreciated; if others are rewarded differently, culture is affected similarly to the above.
3) About your industry. If the industry in which a company operates is considered inferior, so will the employees regard themselves.
4) About your customers. If customers exhibit conduct that lessens their value, like paying late, price buying, or not appreciating good quality and customer service, then this also damages the way the employees see themselves, and spills over to culture.

Secondly, he believes there needs to be a clear purpose for what each employee strives. Surrounding and creating purpose are six critical skills and traits:

1) Ability – the core competencies & skills they have
2) Responsibility – the way they take ownership
3) Communication – the way they listen, write, and speak_
4) Relationships – the way they interact
5) Standards – Accountability starting with management-
6) Measurements – how standards are used to know how they’re doing

If we all have the courage to look at our own operations and culture, it’s evident from Paul’s studies and findings, that we will learn & teach how to be better!