14 Jun Building Effective Company Culture
Jayne Heggen, founder of Heggen Business and Management Consulting Group, shares transformative strategies for building effective company culture in today’s multi-generational workplace. As organizations navigate the challenges of the Great Resignation and evolving workforce expectations, understanding how to create work environments that truly work has never been more critical.
Understanding Multi-Generational Communication Styles
The modern workplace brings together four distinct generations, each with unique communication preferences and technological backgrounds. Jayne explains that successful collaboration starts with understanding these differences:
Generational Communication Preferences
- Boomers: Prefer formal, direct communication with extensive research and background context
- Gen X: Favor informal, flexible communication through emails, texts, and social media while maintaining professional etiquette
- Millennials: Value authentic, fast communication with preference for text, email, and Instagram
- Gen Z: Emphasize transparent, visual communication through face-to-face interactions, Snapchat, YouTube, and TikTok
Despite these differences, Jayne notes that all generations seek the same core elements: direct, flexible, authentic, and transparent communication. The key is mirroring communication styles – if a Gen Z colleague texts you, respond via text rather than email.
Navigating Organizational Culture Change
Change management remains one of the most challenging aspects of company culture development. Traditional approaches often fail because they start at the end goal without considering the transition process.
The U-Shaped Change Model
Jayne introduces a powerful framework for managing organizational change:
- Assess Current State: Identify where your organization stands today
- Identify the Gap: Determine what actually needs to change (often less than expected)
- Create Transition Plan: Develop detailed operational and people-focused strategies
- Navigate the Learning Dip: Manage the natural period of frustration, exploration, and innovation
- Achieve the Goal: Reach desired outcomes through managed transition
This approach reduces resistance and transforms the challenging “dip” phase into an opportunity for innovation and contribution.
The Whiteboard Manager Approach
For team leaders, Jayne recommends carrying a “mental whiteboard” at all times. This concept involves:
- Setting aside personal biases and assumptions
- Gathering 360-degree perspectives from team members
- Creating collaborative solutions through inclusive input
- Making informed decisions based on comprehensive team insights
This approach makes management more effective by ensuring decisions are based on complete information rather than isolated perspectives.
Essential Skills for New Managers
New managers must develop three critical competencies to succeed in building positive company culture:
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Mastering Feedback Types
Understanding three distinct feedback categories:
- Appreciation: Recognition and acknowledgment of contributions
- Coaching: Skill development and relationship building
- Evaluation: Analysis and performance comparison
Matching the right feedback type to each situation prevents miscommunication and builds stronger team relationships.
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Developing Leadership Language
Effective leadership language should:
- Improve decision-making rather than halt it
- Invite genuine input through structured methods
- Avoid interrogative approaches that shut down participation
- Focus on open-ended questions that drive forward momentum
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Asking Powerful Questions
Strong questions cut through complexity and uncertainty:
- Use “what” and “how” instead of “why” questions
- Invite information and exploration
- Drive action and decision-making
- Build collaborative problem-solving
Recommended Resources for New Managers
Jayne suggests three essential books for leadership development:
- Thanks for the Feedback by Douglas Stone and Sheila Heen
- Leadership is Language by L. David Marquet
- The Book of Beautiful Questions by Warren Berger
Habits for Leadership Success
Successful leaders consistently engage in results review and reflection. Jayne recommends a structured approach:
- Annual Planning: Comprehensive goal setting aligned with personal values
- Quarterly Reviews: Progress assessment and realignment
- Monthly Intentions: Flexible goal setting that acknowledges external factors
- Weekly Priorities: Focus on 1-3 key accomplishments
- Daily Flexibility: Adapt to unexpected opportunities and challenges
This rhythm of planning and reflection ensures continuous growth while maintaining adaptability.
Four Essential Questions for Emerging Leaders
Aspiring leaders should regularly ask themselves:
- Am I willing to step back to help others move forward? – Focus on developing team members and high performers
- Do I have the confidence to be humble? – Seek balance and better team input through humility
- Can I learn to keep learning? – Commit to continuous reinvention and growth
- Do I seek to create an organization in my own image? – Recognize that your path won’t apply to everyone else
The Power of Perspective
Jayne’s favorite leadership question, inspired by Peter Drucker, challenges leaders to think differently: “What do I see when I look out my window that no one else sees?” This question encourages leaders to identify unique possibilities and potentials that others might miss.
Conclusion
Building effective company culture across generations requires intentional communication, structured change management, and continuous leadership development. By understanding generational differences, implementing collaborative management approaches, and developing essential leadership skills, organizations can create work environments where all employees thrive.
The key lies in recognizing that despite surface-level differences, all generations share common values and communication needs. Success comes from adapting your approach while maintaining authentic, transparent leadership that empowers teams to contribute their best work.
About Jayne Heggen
Jayne brings over two decades of expertise in organizational development and leadership consulting. As the founder of Heggen Business and Management Consulting Group, she specializes in bringing together independent solution thinkers to help companies, leaders, and teams navigate complex change and create work environments that truly work.
Beyond her consulting work, Jayne is a trained ICF and purpose coach who has been mentoring through Menttium for over 20 years. Her passion for mentoring and deep understanding of organizational culture makes her uniquely qualified to guide companies through the challenges of managing multi-generational workforces.