Slides from a presentation given at the Philadelphia CTO School meet up based on my article at https://medium.com/@ndborkedaunt/good-culture-bad-culture-one-company-two-managers-3468b6a56531#.iju2tj37u

1. Good Culture, Bad Culture
Why it matters
What you can do

2. 20%-30% Business
Results

3. Manager/Employee relationship is the major
determining factor of productivity and retention.

5. Lessons Learned
Listen to lead.
Your focus sends a message.
Character flaws translate to leadership deficits.

6. If you can’t listen, you can’t lead.
Listen to gain feedback.
Gain feedback to adjust your view of reality.
Adjust your view of reality to adapt your activities.

7. The wrong focus builds bad culture. Have the right
focus, and you have a shot at good culture.
Good: Focus on employee.
Good: Autonomy from trust.
Bad: Focus on optics and compliance.
Bad: Insisting on constant Slack/Skype presence.
TRUST AND APPRECIATION

8. Character flaws translate to leadership deficits.
Authenticity
Respect
Team success

9. “If the employee feels his efforts have gone
unrecognized, you have not done your job and have
failed as a manager.”

10. Positive culture
Engagement

11. Climate
“You set tone and cadence - all the time.”
- Michael Lopp (Rands), http://engineering.sharethrough.
com/blog/2015/11/02/leadership-by-the-numbers/

12. Actions
Demonstrate sincere interest in employee development.
Promote autonomy from trust, not neglect.
Create reinforcing approaches.
Actively hunt for feedback.

13. Key questions
In the last week, have I received recognition or praise for good
work?
Does my supervisor seem to care about me as a person?
Is there someone at work who encourages my development?
At work, do my opinions count?
In the last six months, have I talked with someone about my
progress?
Have I had opportunities to learn and grow?

14. If all else fails...

15. Thank you!