I have been away from consulting and active client service for a while now. As I look back at clients that I worked closely with, I can categorise them into two broad buckets (of course at the risk of over generalization):
1. Those who would ask: what are my competitors doing that I can also do?
2. Those who would ask: what can I do that no one in the industry is doing yet?
On the face of it, #1 indicates a follower mindset and #2 a leader mindset. There might be absolutely valid reasons for pursuing one vs. the other as a strategic choice.
But deep within, as one would notice the functioning of these organizations and their teams on the ground, these questions from the executive team would also often loosely correlate with the type of performance culture that the organisation has built.
Leader mindset is an outcome of high-performance culture, where:
Your mistake is not just your mistake, it's our mistake. We take responsibility together and work towards solutions. Teamwork and accountability are key. You feel your back is warm and covered. You make bold decisions and go for the kill confidently - together as a team.
Follower mindset is an outcome of low-performance culture, where:
Your mistake is your fault, and mine is too. Blame is the name of the game. People spend more time finding problems and sharing blame than fixing them. You are always busy watching your own back. You make low-risk choices, implement it timidly, and hope that you come out of it safe.
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Of course these descriptions characterize two ends of the spectrum. Most organizations would fall somewhere in between.
It helps to observe the cues and assess where your own organisation sits on this spectrum.
No one is immune to the culture around them. So, choose carefully.
#culture #performance #organization #career