Avoiding Fad Culture Diets

It was a cold, dark, rainy December evening in 2007 when I started my 150-pound weight loss journey. I started with breakfast, one thing that I could control. Fewer mochas and scones. More green tea and healthy breakfast wraps.

A National Institutes of Health expert panel found that people who “complete weight-loss programs typically lose about 10% of their body weight in controlled settings — but one-third to two-thirds of that weight comes back within a year, and almost all of it returns within five years.”

That’s why fad weight loss programs, like fad company culture changes, often fail. 

Where to begin

Starting with one thing in your personal or professional life, doing it well, and then moving on to the next one triggers an unbeatable compounding effect.

This compound effect also works with making positive changes when leading teams.

Later in my PR agency career, I branded myself as a catalyst who would join fledgling account teams, boost their morale and confidence, and leave the team six-12 months later better than I found it.

My primary goals during those stints: Retain the business and not lose team members to other companies.

It took time to build trust and rapport. The first thing I did was to listen to the team about how they are feeling on the account and ask them: “What’s your role on the team, and how does it map to your career ambitions?”

How to adjust

As a result of those conversations, the teams felt heard and we made some adjustments, including, in some cases, moving them off the account or building brand-new roles. 

Ultimately a large majority of the time we retained and grew the team and business, a win-win for the employee, the client and the agency.

Today, when I consult with teams on adjustments they want to make to their confidence, connection and well-being, I’ve found that one change at a time is the only successful approach.

Data from Gartner shows “only 32% of leaders globally successfully get employees to adopt change in a healthy way when they rely on ‘inspiring’ big change pushes. But making change a routine — small, recurring, expected — is three times more effective than the inspirational, big-swing approach.”

Those who are vulnerable and always looking to grow as professionals will be the ones building healthy, confident, connected teams that thrive. If you are running a team that you think needs some sweeping changes:

1. Conduct research by hosting listening sessions, showing you’re open to receiving feedback, and showing you’re committed to acting on their feedback.
2. Once you have your research, spend a few minutes brainstorming two to three things you can change on your own that require no budget, approvals, or permanent infrastructure changes. Examples could include the length of your meetings, ensuring that your people take time off, or a clear understanding of roles and responsibilities.
3. Identify an accountability partner — your manager, an internal or external mentor or coach, even a PRSA member — to help ensure you stay on track.
4. Follow through with your team within 30 days by sharing what you learned, communicating the differences, and sharing what it will positively mean for the team and the business.

Much like my weight-loss journey, small and manageable adjustments to team culture will, over time, yield positive results.

So, the next time you are looking to make changes in your team, start small. Start in your control and start by being humble, and it will take you and your team a long way.