James Laughlin explains how to break down an ivory tower in leadership. Rotate team members into quarterly leadership meetings and use a talent matrix to personalize how you develop people. Both moves reduce gossip and make people feel valued.
Leadership teams are often seen as a bit of an ivory tower, and people don't know what you're discussing and doing in there. And that can kind of cause some sort of cultural challenges. So we were very transparent. So we invited. Every quarter, I invite someone from the team to come and sit on our leadership team. And they just become a full member of our leadership team every quarter. And it rotates and we choose people that are. We have. I've introduced a talent matrix so that we can start to look at talent from within. We can start to make sure that our performance, performance development is really tailored to where individual people are. And that kind of started to remove some of the gossip about what we were and were discussing some of that frustration. And when the culture starts to shift, I mean, it's such a cliche that culture eats strategy for breakfast, but it really, really is true. You've got to get that culture shifting. You've got to get people to really believe that they are valued and that the work they do is heading in the right direction.
