Lindsay Harle-Kadatz, widely recognized as the ValuesVixen, recently joined Stefan Herbst, General Manager at ADVANTUS 360, to discuss strategies for enhancing leadership capabilities and aligning business operations with a Higher Purpose. Drawing from over 40 years of combined experience in marketing, IT security, and consulting, Lindsay and Stefan shared actionable takeaways for fostering cultural alignment and organizational growth.
Evaluating Culture and Operations
Lindsay likened businesses to people, shaped by the individuals who form their “body.” Culture is reflected in employees’ daily actions, and sustaining evolution requires team members who care deeply about their roles.
Often, calls for a brand refresh signal deeper cultural misalignments. Lindsay emphasized the need to involve employees in redefining the brand and workplace culture. “Our values are our underlying beliefs upon which we take action,” she said. Consistent reinforcement of these values is key to driving change.
Strong cultures yield tangible benefits: companies with well-defined cultures see four times the revenue growth compared to their peers. Employee satisfaction hinges on cultural alignment, with values and leadership ranked as top drivers in a Glassdoor study.
Understanding What Motivates Employees
To realign culture, understanding motivation is critical. Lindsay referenced the Self-Determination Theory, which identifies autonomy, competence, and relatedness as core psychological needs.
- Autonomy: Employees must have ownership of their actions.
- Competence: Confidence in skills and being heard are crucial.
- Relatedness: Employees thrive in a workplace where they feel they belong.
“Motivation and satisfaction come from meeting these needs,” Lindsay explained. Leaders must assess existing beliefs and behaviors to align them with the company’s goals. She quoted BRP Consulting: “If you want a different future for your business, you’re going to need different human behaviors.”
Changing Mindsets with a Framework
Lindsay outlined the Neuro Change Method, a four-phase framework to rewire both individual and collective mindsets: identify, define, close the gap, and reinforce.
- Identify the organization’s current state and alignment with its Higher Purpose. What beliefs drive or hinder progress?
- Define the desired future and the obstacles preventing change. Examine collective attitudes to pinpoint behaviors to start, stop, or continue.
- Close the gap through emotional intelligence. Listening and empathizing with employees builds trust and alignment. A Harvard study found that employees who feel respected are 63% more satisfied and 110% more likely to stay.
- Reinforce the new behaviors through consistent actions. “To change culture,” Lindsay said, “we must connect beliefs and values with behaviors and habits, strengthening new neural pathways while weakening old ones.”
The Takeaway
By evaluating culture, understanding motivation, and using frameworks like the Neuro Change Method, leaders can align their teams with a Higher Purpose, creating a culture that drives satisfaction and sustainable success. “It always comes back to action,” Lindsay said, underscoring the importance of consistent, values-driven leadership.
If you’d like to dive deeper into Lindsay’s insights, watch the full video here!