Want a couple of free, simple questions to start looking at your culture purposefully?
Here you go:
Question 1:
๐ ๐๐ฐ๐ธ ๐ฅ๐ฐ ๐ฑ๐ฆ๐ฐ๐ฑ๐ญ๐ฆ ๐จ๐ช๐ท๐ฆ ๐ง๐ฆ๐ฆ๐ฅ๐ฃ๐ข๐ค๐ฌ ๐ต๐ฐ ๐ฐ๐ต๐ฉ๐ฆ๐ณ ๐ต๐ฆ๐ข๐ฎ ๐ฎ๐ฆ๐ฎ๐ฃ๐ฆ๐ณ๐ด?
A conflict-free team might be a red flag.
Great teams provide the environment to create constructive dissent and to challenge or suggest ideas without fear of judgement.
Question 2:
๐ ๐๐ฐ๐ธ ๐ฐ๐ง๐ต๐ฆ๐ฏ ๐ฅ๐ฐ ๐บ๐ฐ๐ถ ๐ด๐ฆ๐ฆ ๐ด๐ฆ๐ฏ๐ช๐ฐ๐ณ ๐ญ๐ฆ๐ข๐ฅ๐ฆ๐ณ๐ด?
Open communication is two-way; not fire and forget.
Frequency and type of interaction with senior leaders is a window into an organisation’s culture.
Question 3:
๐ ๐๐ฐ๐ธ ๐ธ๐ฐ๐ถ๐ญ๐ฅ ๐ต๐ฆ๐ข๐ฎ ๐ฎ๐ฆ๐ฎ๐ฃ๐ฆ๐ณ๐ด ๐ฅ๐ฆ๐ด๐ค๐ณ๐ช๐ฃ๐ฆ ๐ต๐ฉ๐ฆ๐ช๐ณ ๐ณ๐ฆ๐ญ๐ข๐ต๐ช๐ฐ๐ฏ๐ด๐ฉ๐ช๐ฑ๐ด ๐ธ๐ช๐ต๐ฉ ๐ฐ๐ฏ๐ฆ ๐ข๐ฏ๐ฐ๐ต๐ฉ๐ฆ๐ณ?
We’re looking for trust. Interviewers who are unsure or flummoxed in their answer could be a red flag.
If you’re not quite ready for an indepth analysis of your culture and people strategy, these three questions are a great place to start your journey.
And, if you want more, message for an introduction.
