FrequentlyAsked Questions

Frequently Asked
Questions

FAQ

Most frequent questions and answers

My holistic approach to transforming your workplace culture my include some of the following steps:

  1. Initial needs assessment & employee survey
  2. Employee advisory group roundtable
  3. Executive leadership debrief
  4. Program design & implementation
  5. Follow up and reinforcement

I offer consulting services to help implement systems and strategies to improve culture. I also do group coaching, facilitation, and training, as well as 1:1 coaching to support the development of your people. I can do anything from a one off engagement to a program extended over multiple weeks. I offer Engagement all depends on the results of your needs assessment. Book a free 30 minute introductory meeting with me here.

Culture has become a buzzword, but what is “culture” anyway? Some think about ping pong tables, kombucha kegs and open floor plans. Others think of culture as defining mission, vision, values.

Put simply, culture is how we operate, how we do things.

At its best, your company’s culture reflects a commitment to developing the mindsets and behaviors that reflect your mission, vision and values. Culture empowers people to make better decisions, in a quicker way, without micromanaging. This is because people make decisions based on the rewards of the system. A person will make very different decisions within a culture that explicitly (or implicitly) promotes autonomy with a “do whatever it takes” mindset compared to a more rigid, policy-driven culture. The daily decisions that we make have impact- culture is the cause and effect of every choice we make. This is why it is so important to take a proactive stance around company culture- it has the ability to make or break an organization.

Learn more in my blog, “Internal Culture is External Brand”.

Somewhere between 50 and 100 employees is when relationships start to decay within an organization.

Relationships are the synapses of culture, accelerating and harmonizing collaboration.

When we aren’t in relationship, we see other departments as task machines and other people as job descriptions. Without relationships, we have no team morale, especially when there is no accountability, and agreements are left to the wind (typical for scaling teams).

Unfortunately, scaling teams often overly prioritize the evolution of systems and under prioritize the evolution of their people. It is important to be proactive about shaping culture from the start and investing in culture before hitting the culture chasm is paramount. 

Learn more in my blog, “Unicorn Insurance- The Evolution of Scaling Teams”.

Motivation and engagement start with leveraging the tools of curiosity and active listening with a focus on learning and growth towards success.

In fact, team leads that take the time to understand their people’s individual motivations, goals and ways of working, achieve 3x the return (Great Places to Work study on high trusting teams).

I recommend asking your employees questions like:

What are your career goals?

How are you best motivated?

What is your favorite aspect of your role? Do you ever have fun at work?

How do you like to be supported and held accountable?

What is your life’s purpose? Or if you could change one thing in the world, what would it be?

What are your strengths and growth edges?

These answers can be leveraged to create intrinsic motivation which is more sustainable than extrinsic motivation.

Classic motivation tactics are most easily observed on sales teams given their performance is directly connected to metrics.

There are two types of performance*, tactical performance (how well salespeople repeat learned behaviors) and adaptive performance (how well salespeople adapt to new situations). 

Every high performer needs both— the need for adaptive performance is vital in a world of VUCA** adaptability increases creativity, grit, and innovation. 

Unfortunately, we mainly measure tactical performance, linking it to bonuses, promotions, and firing decisions— incentivizing manipulative, undermining and even illegal behaviors. 

Well rounded performance metrics support clean deals, connected teams and authentic, customer centric solution selling. 

*Research from Primed to Perform by Lindsay McGregor and Neel Doshi

**Volatility, uncertainty, complexity and ambiguity

Learn more in my “Creating High-Value Exchanges On Your Sales Team (Not Just With Your Customers)” blog. 

The results are in…higher emotional intelligence (EQ) leads to greater success, period. 

Author of Emotional Intelligence, Daniel Goleman states, “For star performance in all jobs, in every field, emotional competence is twice as important as purely cognitive abilities.” 

Lisa Feldman Barrett the author of How Emotions are Made, argues that emotions are constructed, your mind creates predictions to gain meaning of the environment rather than hardwired, uncontrollable, reactions to your experiences. 

This is great news because this means EQ can be learned by training your mind around new emotional concepts so you can make better predictions. Feldman says, “Emotional intelligence is about getting your brain to construct the most useful instance of the most useful emotion concept in a given situation. (And also when not to construct emotions but instances of some other concept.)”

In short, “emotions are not happening to you, they are made by you…you are not at the mercy of your emotions.”

An example that resonates with me; anxiety is just misplaced excitement.

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