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Competing for top talent is a priority for CEOs everywhere. The news is filled with different approaches to companies attract and retain the best employees, but I believe it depends on the culture. More and more, the best people want to join organizations where they can bring their “whole selves” to work. But what does that actually mean, and how can CEOs foster that kind of culture?
At Campgrounds of America, Inc. (KOA), our organizational values align with the “whole person concept”. This knows him employees are numerous human beings with entirely unique experiences and potential.
It is a concept that encourages leaders to value the experiences, values, aspirations and professional roles of each team member. Parenting, caring for friends and family, navigating relationships, welcoming a new pet, showing off to your neighbors, and so much more—we're all multi-faceted.
Job descriptions don't encompass the whole person, and we want our employees to bring everything that makes them distinctive to our culture. Likewise, we recognize that employees have lives and interests outside the office that deserve time and respect. This is how we think about promoting inclusiveness and empathic leadership to build the vibrant culture that is at the heart of KOA.
So how can other business leaders embrace the concept of the whole person in their organizations? Here are five tips based on my experience:
1. Campfire chats build culture
Create opportunities for employees to interact informally and share what's on their mind. At KOA, I regularly host conversations with cross-functional employee groups. This is an opportunity for us to be recognized as human beings outside the demands of projects and deadlines.
As a CEO, I recognize the importance of sharing my whole self during each of these conversations, but I'm also intentional about actively listening. I learn so much about our employees – and the company – every time, and our collective knowledge is strengthened human connections throughout the company. Think about what your organization's version of the campfire chat might be. Keep it simple and I promise you'll be amazed at what you'll learn and the culture-building benefits that will result.
Related: What makes a great company culture (and why it matters)
2. Sincerity is kindness
Over the course of my career, I've become a big believer in radical honesty. Conflict is difficult, but as I have grown as a leader, I have learned that it is not the enemy. If you need convincing, I highly recommend the book “Radical Sincerity” by Kim Scott. In short, this book articulates “how to kick ass at work without losing your humanity.” It was a game changer for me because it changed the way I think about giving feedback in difficult situations. It's the key to unlocked growth in humans.
When you approach honest feedback from a place i SENSITIVEit is truly an act of kindness. When someone takes the time to invest in you and share knowledge to help you grow and improve, it's an incredible gift.
The more you cultivate a culture of honesty in your organization, the more it will be accepted that way. Addressing issues head-on is vital to a healthy culture. When things don't escalate, people absorb the lessons and move on, and there's no chance for toxicity to take root.
Related: The 3 Biggest Hiring Mistakes You Can Make
3. Health is wealth
Spending time outdoors is essential to human well-being. Spending time in nature equals improved physical and mental health. You might think that a company founded on these values wouldn't have to spend a lot of time nurturing employee well-being, but we don't make that assumption. We are always looking for ways to support and encourage engagement with the outdoors for our people, our most precious asset.
I haven't always been the best at doing this for myself and I'm honest with our employees. I have struggled with burnout and discuss it openly with others at KOA. I'm aware that people take their cues from what I say and do, so when I take a day off to fish or spend time with my family, I don't hide it.
At the beginning of my career, I sacrificed training and sleep for what I thought was the greater good at the time, but the physical consequences were real. The truth is, I'm not at my best for my family or employees when I'm exhausted.
Related: The untold truth about mental health in the workplace
Mental health struggles are just as real, and I encourage my employees to talk about struggles in their personal lives if they feel comfortable. I'm working on prioritizing exercise better, and I let my employees see me doing it to empower them to do the same. In my view mental healththerapists and executive coaches have helped me through various stages of my career as I have balanced growing a company and raising four children.
4. Vulnerability is strength
I have found this to be one of the hardest lessons to learn as I have progressed in my leadership journey. Early in my career, I put pressure on myself to be perfect—or at least project perfection onto others because of the responsibilities I had or the promotion I was trying to achieve. But what I've learned over time is that perfection doesn't exist, and there's great power in vulnerability. No one is born knowing everything, and CEOs and other leaders cannot be expected to know everything. That's why we hire smart, talented people and trust them to bring out their expertise.
As a leader, it's powerful to say, “I don't know the answer to that,” or “I made a mistake.” It may seem small, but it creates a ripple effect and opens the door for others to be honest (remember that radical honesty?) when there is room for improvement. A culture where it is safe to make mistakes and share weaknesses is a healthy culture. And unlocking it tRANSPARENCY and dialogue, you will create a multiplier effect for growth and learning opportunities. Every CEO is charged with growth, and vulnerability is a way to drive growth through culture. There's a reason why Peter Drucker said:Culture strategy eats it for breakfast.”
5. Be curious
Leaders must always be curious about their people in the spirit of welcoming the whole person to work every day. Think about the people on your team for a second. Do you know what motivates them? Do you know what inspires them? Do you know what their personal goals are outside of the office? Become a student of your employees and encourage them to learn about their colleagues in the same way.
Intellectual curiosity is one of the things that makes us human. There is always more to learn. Let your employees see you learning new skills, trying a new hobby, traveling somewhere you've never been, experimenting with a new recipe, etc. Being a student of the world and sharing those experiences allows them to do the same and bring their whole selves to work as they evolve.
Culture is always a work in progress, and this is an “under the hood” look at how we're thinking about culture at KOA. Keeping the whole person at the center has worked well for us and has applications for others in leadership.