• Create and share an engaging mission, vision, and value set for your organization. This will draw people together for a greater cause, help them see where they’re headed together, and set their “code of conduct” as a tribe.
• Develop individual development plans for each of your people. This will show them how they matter, where they belong within your tribe, and how your company sees them as long-term investments (Job security—we’re safe!).
• Institute cultural rituals like high-fives, shout-outs, public appreciation in newsletters, etc. Even if they feel cheesy at first, these rituals will reinforce mattering and tribal customs (which underscore safety and belonging).
• Operate transparently. This means paying attention to accountability structures, open communication, fairness, etc. In order for your people to feel safe and leave their Critter States, they need to know where the performance “bar” is and how to jump over it.
“What I’ve described is the opposite of command & control,” she adds. “You engage and enroll. You help people envision an exciting future and invite them to join you in creating it. That’s real influence.”
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