For the last 4 years I’ve had the privilege of launching Temple University’s Klein College of media and communication college students into jobs as Director of Career Services.
Along the way, I’ve connected with and taken notes from some of the most well known and innovative media managers in the business about creating cultures that work, that inspire creativity and innovation.
It’s been pretty instructive while working on my Masters in Media Management.
Here’s what I’ve learned and here’s what I strive to practice with my own team.
- Everyone needs to be seen. That means each team member in an organization needs to understand their value and know they are appreciated
- Every team member is best when they are playing to their strengths. Managers capitalize on team members’ best skills and given projects that use those strengths.
- The mission of the organization is clear. Every team member understands why it’s worthy and important.
- Ideas are solicited and acted on. When someone has a good idea, that person gets to run with it and given support to do so.
- The manager’s door is open and in an accessible location in the middle of the action. Problems, issues, successes are discussed openly and in a timely manner.
- There’s laughter and fun. YES PLAY. There’s bonding and support for each team member’s personal and professional growth.
- When possible team members are included in decision making impacting them in the organization. I think this is pretty self explanatory
- There’s an environment that is safe to innovate. Team members are allowed to take risks and make mistakes.
- No micromanaging. Team members are trusted to do their jobs.
- Careful consideration is given to each new hire. You want to make sure they will be a good fit for the team.
- Diversity and inclusivity is promoted and appreciated. Knowing different perspectives make the organization stronger and smarter.
What would you add to this list? I’d love to know.
What doesn’t work?
Here are the most common complaints I get from millennials and recent graduates.
- Closed doors.
- Isolation in cubicles with little one on one face time.
- No feedback.
- No appreciation or acknowledgment of good work or contributions.
- managers that take for granted the efforts of team members.
- Lack of empathy.
- Lack of inclusion and diversity.
- No fun!
These aren’t new ideas.
In 1963 David Ogilvy (Ogilvy & Mather) wrote, “Where people aren’t having any fun, they rarely produce good work.”
Back then, Ogilvy probably meant “where men aren’t having any fun….”
Still, it was daring.
How do you lead? How do you manage?