The Culture Power of Circle Conversations

As promised, from time to time I would openly and authentically share an update on the cultural transformation at NorQuest. This includes the good, the bad, and the ugly. What follows shares another step.

What It’s About: At NorQuest, we have been experimenting with applying the power of circle as a momentum builder towards a more adaptive and extraordinary culture. My team and I conduct a two day “Culture Boot Camp” for leaders. At the kick off, we gather in a circle and ask participants (typically 30 to 40), to discuss a time they had to be courageous and adaptive. They share remarkable stories. While it’s never expected, the Kleenex box is a mandatory item. We always discover a number of things about each cohort: How human, fragile, courageous, adventurous, resilient, talented and personally adaptive they can be. Collectively, they are already extraordinary.

Why It’s Important and What to Do About It: When we invest in deep listening and learning about peoples’ stories, we mine rich veins of cultural gold. By sharing together at a very personal level, we become aware of how powerful we can be together. After an hour of listening to participants, we begin to more clearly realize that building a great (not perfect) culture is more than attainable. The foundation for it rests in tapping into what already exists in the wonderful people currently in the institution. Unfortunately, the way we have traditionally governed organizations often sucks the life out of the incredible talent that already exists. We also become more aware that most people do not resist change. Indeed, their personal lives are defined by adapting to change. We have allowed too much credence to the narrative of “no one likes change” to inhibit our aspirations, and make transformation too pedestrian.

If you want to take the fastest and most straight forward route to driving organizational cultural transformation, circle up people from different parts of the business and invite them to really listen to each other about how they have been courageous and adaptive in their lives. You will shift the organization forward. However, I bet most of you do not have the courage and/or strength of conviction to make it happen. You’re likely afraid of all the big bosses suggesting it’s too soft, mushy, and a waste of time. Too bad, so sad.

Think Big, Start Small, Act Now.

Lorne

One Millennial View: If any of you are immediately thinking, “I hate sharing anything personal with people I barely know.” Well, I’m in your club. Generally speaking, I’d feel uncomfortable and bothered by having to circle up with co-workers and open up about too much. However! Asking to share something “courageous or adaptive” is pretty smart, right? It’s a productive way to hear some positive stories that allow teams to learn valuable professional (or personal) things about the people they spend 40+ hours a week with. I think we have all experienced corporate ice-breakers and “circles” that were just awful, (like have you ever had to pair an adjective that describes you with the first letter of your name? Or been asked what your spirit animal is? Insert huge eyeroll here). They are seldom done correctly. With proper investment into evoking meaningful and practical storytelling, we can change the stigma that accompanies these often cringeworthy circles.

- Garrett

Edited and published by Garrett Rubis.

The Culture Power of Circle Conversations

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