Companies with a conscious culture are often recognized as a Best Employer, have high levels of innovation and are outperforming the market. Conscious Capitalism describes a Conscious Culture as a culture that “fosters love and care and builds trust between a company’s team members and its other stakeholders. Conscious Culture is an energizing and unifying force, that truly brings a Conscious Business to life.”
Based on our decades of experience and research with highly engaged companies we have highlighted 8 Success Factors that distinguish a conscious culture.
Everyone sings from the same songs sheet. It doesn’t mean that people agree all the time and don’t engage in robust discussion. When it comes to the big questions, the strategic context there is a high level of alignment in the organisation. A conscious culture is defined by a clear set of values and behaviours, a common language and a set of shared expectations that is not just expressed but also lived and demonstrated through actions and decisions. Rhythms, rituals and stories bring those values alive and reinforce the conscious culture. People feel at home and have friends at work.
Inspired by Purpose
Leaders engage rather than control, they lead and inspire with a clear sense of purpose. They walk their talk authentically and are role models to look up to. People love to be part of the business and feel like they are contributing to something bigger than themselves.
Culture of trust
A conscious culture is a fearless culture where relationships are built on trust. People feel safe to own and share their emotions, are happy to speak up and make courageous decisions. People trust, empower and encourage each other and give unconditional support.
Transparent and respectful
People are respectful, open and transparent in their communication. Leaders use coaching to develop people, set clear expectations when discussing goals and give radically candid feedback when required. People talk directly to people rather than talking about them behind their backs.
Acknowledgment and Recognition
Leaders are humble and demonstrate gratitude. For them it is not about how good the leader is, it is how good the people in his team are. People can bring all of who they are to work and leaders acknowledge and recognise contributions to the team and give credit for standout performances. They focus on what is going right.
Sense of One Team
People put the team first and have a high desire for mutual success. They try to create win wins and encourage high levels of collaboration.
Energy and Flow
People are energised working in the business. It is fun and there is laughter. There is a sense of flow in the organisation, no bureaucracy to slow things down but a high level of ownership, self-responsibility and personal accountability. The structure is flat; decisions are taken quickly.
Approach to Challenges and Failure
When it comes to problems/challenges people spend time finding a solution rather than describing the problem in detail. Issued get solved in an agile way. You feel high levels of curiosity and experimentation is key to success. People are encouraged to fail often, to fail early but to make new mistakes. Failure is an opportunity to continuously learn, to create innovation and to constantly improve.
Do you want to transform your culture to this? Read more about cultural transformation.