Culture change is doable, but you have to know how to do it right. Author of three books on Millennials, culture, engagement, and the future of work.
I got my master's degree in conflict analysis and resolution 20 years ago, and have been working on conflict issues both internationally and within organizations since then.
There's a lot of hype to cut through around generational differences, but there is some good theory too. Building on the theory, I wrote an ebook that explores the implications of generations in organizations today.
Stronger cultures perform better, yet we frequently focus more on the daily crises than on building a powerful culture. In my twenty years of consulting, I've discovered that there are multiple paths to a stronger culture, from starting with a big-picture assessment, to simply picking some key processes and changing them.
It depends on how strong your culture is, quite frankly. If you've really nailed the culture--connecting what's deeply valued there to what actually drives the success of the enterprise--and this person really doesn't fit, then I'd lean towards helping them find a new job. If they don't value what the system values, it's usually really hard to change that.
On the other hand, it may be an opportunity to look at your culture if you haven't in a while. "Doesn't fit the culture" might be an indicator that the culture is in need of a shift more than that individual.
Probably the number one symptom is "triangulation." That is, I have a problem with Person A, but I go complain about it to Person B. Every management team should be aware of this dynamic and all agree on nipping it in the bud (which means Person B has to STOP the triangulator, and help them deal with the conflict directly).
Another sign is silence. If team conversations are usually lively but suddenly go quiet, there may be conflict. The number one response to conflict is avoidance. So have your radar tuned for the silence and learn to probe some when that happens.
Personally, I think we're in a transition away from the "mechanical" approach to leadership of the last 100 years and a more "human" one based more in decentralization, transparency, and collaboration. That's what my book is about (www.humanizebook.com). Honestly, I don't know if the ideas in my book are the ones that will perfectly impress your funders, but I agree you should be clear and intentional about how you want to run the business. Sliding by default into traditional management I think is a mistake. As you grow, culture is going to be a key piece of your competitive advantage, so create it on purpose. Other authors to read: Dan Pink (Drive, Whole New Mind), the Heath brothers (Switch, Made to Stick), Les McKeown (Predictable Success, Synergist).
I did both (jamienotter.com and humanizebook.com), though that was for just one book. And I already had a consulting business on my own, so both sites are both different and necessary. To some extent it's a duplication of effort, but once the books are out there you'll start to see which site is really getting the attention and energy and then further develop that one.
A lot of industry and professional associations I think would argue that they offer this through their membership and online communities and/or email listservers. It's not the same thing as Clarity obviously (I like Clarity better, frankly), but they certainly position it to be a place where you can get trusted advice from colleagues who have deep expertise in a particular industry or profession.
Personally, I think there needs to be one, anchor Twitter account, and it has to be YOU. Not the blog, not the company, but you the person. You can (and should) still tweet about the blog, the company, and the industry (because that's part of who you are), but if I don't see some authenticity, I won't follow. That's where you should build the relationships and the following. Then you can create some other, more branded twitter accounts that you use to automate dissemination of posts and other information. My two cents from a non-marketer but early Twitter adopter!
I think the framework or thought structure on this one should be your culture. Your culture should be directly tied to what you think will drive success for the enterprise, and the structure should flow from that. Unfortunately, that means there is no one, single, right answer. The bottom line is there are plenty of structure solutions for the problem, and they are ALL good in the abstract. I think you're better off choosing one and then adapting it over time than trying to find the perfect structure ahead of time. As you said, with no staff now you have "no restrictions," but of course once you hire people, the structure might then not make sense given the new people you have on board. Do check out the resources over on www.holacracy.org. Holacracy is a very decentralized approach, so it may not be for you, but they are doing some of the best thinking about structure these days in my opinion. Give me a call if you want to talk more.
I started having my staff work with Jamie when I had to terminate a difficult senior manager and rebuild the staffing structure and system in the wake of that decision.
I then had him come back several times for a "check in" about once a year. The staff found it really useful - and it kept us moving on target with our goals as a staff team and was great in aligning what the staff was doing with the board's strategic direction and increased focus on certain program areas. He also helped provide a perspective and focus for me that otherwise would have been difficult for me to obtain as I was so on the "inside" with my staff.
He has a great manner with individuals and doing group work and is easy to work with.
He also served as a "coach" for my staff which had great results in their ability to work better as a team and to understand my expectations.
Jamie has a unique ability to connect big ideas to the day-to-day human experience. He understands deeply the challenges that leaders face, and his thoughtful point of view and sage advice are incredibly useful to all organizations, regardless of type, size or scope.
When I read Humanize: how people-centric organizations succeed in a social world, I knew Jamie Notter was an expert in navigating the changing business world we live in and that his thoughts aligned with the vision we had for Impact99, Canada's Social Workplace HR Summit. I engaged Jamie to be our Opening Keynote presenter and he exceeded our expectations. He was an absolute delight to work with - flexible to our attendees' needs, making sure his content was relevant to them. Our delegates LOVED his keynote and learned a lot about how humanizing your organization isn't about the fluff - it's about real business systems and strategies that drive innovation and results. Great job - I would highly recommend him if you're looking for an engaging and thought provoking speaker.
