Culture is essential for people's engagement and in this new operating model that many companies are experiencing through the Home-office experience, it is also necessary to think about new management, new positions and roles for teams.
Since the recent digital transformation has further reinforced the human-centered structure, in which people are at the center of the strategy and not the product, the objectives and tasks of teams in the various areas of a company are increasingly connected. In this sense, the Brand Innovation is a valuable strategic approach for the new times.
According to research by Microsoft In a study on remote working, which monitored a group's brain activity and heart rate, people find collaboration challenging. However, something unexpected was discovered: when two people work together remotely, their brain waves suggest that it is more difficult to work together physically. This confirms that the world is indeed moving to a new way of working.
Undeniably, the social connection and work strategies created when working in person have quickly transferred to the remote environment, but not the other way around. This reinforces how fundamental it is for a company to build its corporate culture in order to maintain a healthy working environment, virtual or not.
Corporate culture is a set of guidelines focused on strategic planning involving a series of factors such as purpose, values, positioning, code of ethics, etc. In other words, a good culture inspires employees and leaders to move at the same pace towards the organization's goals.
Here are a few models to help you identify whether one of them is right for your organization.
Culture of power
Organizations that are guided by a culture of power are those that concentrate leadership in the hands of a single person. In this model, employees are often encouraged and induced to achieve results, with this as the main goal of their work.
This format is very common in smaller companies and the chances of internal conflicts occurring are high as employees are given little incentive to develop their skills.
Role culture
The role that each employee performs is the main focus, so the hierarchy is well established and, for this reason, the company experiences a certain lack of flexibility in the execution of tasks. Each employee's priority is to do what they have been assigned to do.
As procedures are rigid, there is little desire to bring in new ideas and different visions. The result is slower work as professionals are not concerned with their own growth.
Task culture
In the corporate culture of tasks, people's main focus is on solving problems, getting away from the commonplace, monotony and predictability.
The task culture has professionals who master their areas of expertise and generally bring a lot of knowledge and experience to the companies they work for. There is freedom given to employees and so many ideas emerge in a natural and interesting way, motivating and engaging people.
Undeniably, task culture is a good model of a desirable culture for organizations to mirror.
People culture
With the main objective of valuing its employees and the work they do, people culture is very positive for companies in general.
Always focused on the professional growth of talent, this practice aims to involve and integrate the whole team. Employees are constantly encouraged to bring their vision into the company, after all, employees are a fundamental part of the organization.
In this type of culture, the career plan and talent retention are well worked on by managers and the training of leaders is also frequently encouraged so that the company doesn't stop growing, even with internal changes.
Branding Innovation as a strategy
Now that you are aware of the types of culture, the first step is to exchange information with managers from all areas of the organization and, together, come to a conclusion about the best path for the corporate environment.
It is necessary to be clear about the company's purpose and, from that point on, the desired relationship with professionals, suppliers and stakeholders. There is no shortage of evidence and statistics that purpose is the foundation of modern companies. In this context, Brand Innovation is an extremely interesting strategic approach to the quest for transformation. It promotes and implements innovation, transforming reality for the different fronts of companies.
"90% of employees who work in companies driven by purposes report feeling involved and engaged in their work.
In organizations that take this aspect second place, 32% of employees feel connected to their daily duties."
Adopting a culture is decisive in times of so many short-term changes.
From ego to empathy
As a young designer you may have heard this phrase a lot. But what does it mean? As someone who is pretty empathetic and self-critical, I never felt like it applied to me. But in retrospect, I think that's because most people use "ego" to describe inflated self-importance, when it's really just a word that describes how we understand our personal identity.
The distinction is important because letting go of your ego can be a nuanced practice in empathy. It's not just advice for arrogant jerks, it's essential for anyone working professionally. As a designer, my thoughts, tastes and keystrokes obviously are part of the equation, but it took some time to figure out that I could not create work in a silo as a reflection of my "aesthetic."
To some of you this might sound like a bummer, but when you take on a client's challenges and their point of view, you will have to think differently. You will find new approaches and you will grow. But more on that later.
"As a young designer you may have heard this phrase a lot. But what does it mean? As someone who is pretty empathetic and self-critical, I never felt like it applied to me."
Ernst Neufert in "The art of architectural design".
OK, but what does this have to do with my brand?
As a young designer you may have heard this phrase a lot. But what does it mean? As someone who is pretty empathetic and self-critical, I never felt like it applied to me. But in retrospect, I think that's because most people use "ego" to describe inflated self-importance, when it's really just a word that describes how we understand our personal identity.
As a young designer you may have heard this phrase a lot. But what does it mean? As someone who is pretty empathetic and self-critical, I never felt like it applied to me. But in retrospect, I think that's because most people use "ego" to describe inflated self-importance, when it's really just a word that describes how we understand our personal identity.
From ego to empathy
As a young designer you may have heard this phrase a lot. But what does it mean? As someone who is pretty empathetic and self-critical, I never felt like it applied to me. But in retrospect, I think that's because most people use "ego" to describe inflated self-importance, when it's really just a word that describes how we understand our personal identity.
The distinction is important because letting go of your ego can be a nuanced practice in empathy. It's not just advice for arrogant jerks, it's essential for anyone working professionally. As a designer, my thoughts, tastes and keystrokes obviously are part of the equation, but it took some time to figure out that I could not create work in a silo as a reflection of my "aesthetic."
Famous last words
As a young designer you may have heard this phrase a lot. But what does it mean? As someone who is pretty empathetic and self-critical, I never felt like it applied to me. But in retrospect, I think that's because most people use "ego" to describe inflated self-importance, when it's really just a word that describes how we understand our personal identity.
Hope this answers some of your questions, Dmitro.
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