Culture | Dave Holvig

May 24, 2024May 24, 2024

Why Speaking Up Is The One Skill That Will Separate You As A Leader

PART 2: Reasons TO Speak Up

Welcome back to part 2 of my first-ever quad blog. Why four? Because in my experience, speaking up is the most underused and overlooked skill every leader must learn. Let’s change that.

But first…

I was saddened to hear how many of you feel unsafe being honest in the aftermath of PART 1. That is beyond tragic. So many organizations are leaving so much on the table thanks to a few insecure leaders who would rather feel in charge than face reality. And yet, I still believe it’s a win to say what needs to be said. Let me explain…

Speaking up will either lead to influence OR information.

How it’s received speaks volumes. For example, “Thanks for sharing, we are better for it” or “Please don’t share cuz’ we don’t care” are both helpful. One encourages you to keep going; the other confirms you should get going—update your resume, get coffee with a connection, finally join LinkedIn. (If you do, I’m @dkholvig. Let’s connect!)

Second, I want to acknowledge that speaking up is a layered skill that requires more than just a willingness. However, this blog series is more about noticing the current vacuum around speaking up and the direct connection to leaders who feel stuck.

This blog will outline 3 reasons TO speak up and what can happen when you DO.

We’ve already discussed the reasons we don’t speak up, the complexity of not speaking up, and the paradoxical reality of raising your voice. If you missed that, click here.

Now, I present the 3 biggest reasons TO speak up…

May 10, 2024May 10, 2024

The One Skill That Will Separate You As A Leader

The Cost Of Silence

Nine times out of ten, a lack of leadership plays out in silence, not mistakes. It might be a quiet submission, but the impact is loud.

For some of you, staying quiet IS the reason you feel stuck—wondering why you still don’t have a seat at the table—after years of faithfully showing up.

Truth is, you’ve been a conduit of other people’s instincts, a messenger of decisions, and a “loyal” employee. But you haven’t been leading because you haven’t been sharing YOUR UNIQUE INSIGHT.

Part 1 of this "quad-blog" will begin to make the case that NOT speaking up IS keeping you from maximum impact.

October 6, 2023October 6, 2023

7 Reasons Ministry Leaders Are Burning Out And How To Run The Other Way Part 3

PART 3 “Mission Failure”

Welcome to part 3 of this ministry leader trilogy! If you missed the setup, click PART 1 or PART 2 now. Let’s tackle the final reason we are struggling with burnout and what to do instead.

REMINDER: This blog is geared for leaders in the Church. If that's not you we'll be back soon.

Also, this next one could offend some. But I gotta go there because it’s present everywhere there’s turnover. K-here goes nothing.

December 13, 2022December 16, 2022

How To Beat Quiet Quitting In Your Culture Part 2

The Vision Factor

Leading anything today is daunting. It doesn’t matter how long your track record was or how well it worked—we ALL face the same new challenge:

Engaging people in a way that makes them WANT TO STAY in a world where quitting is now cool.

So why is this so difficult?

Back to usual…

For starters, the world drastically changed overnight—along with all the rules—and none of us remained unscathed.

Is there a leader left on the planet who hasn’t fantasized about stocking shelves in the last three years?

I imagined myself clocking out at a factory (like the one in Tommy Boy, of course), shoving a paper timecard into one of those old-school machines, but instead of dinging, it would say: “Well done, good and faithful servant. Your shift is over. You are free to go bowling or do whatever you see fit with your uninterrupted and ‘fireless’ evening. See ya tomorrow.”

…is coming back to bite us.

Fast forward, and the trauma we endured is beginning to rear its head—sideways. Don’t believe me? Ask your five closest friends or co-workers how they’re doing. Exactly. This is a “global WE,” not just a “you and me” problem.

And yet, there’s no better time to build a culture that pulls people in.

So how do we do that?

Welcome to Part 2 of “How To Beat Quiet Quitting In Your Culture.”

Part 1 “claimed” the world’s most inspiring cultures share two common factors: CHALLENGE AND VISION. If you missed it, I’m afraid you might get lost in a mountain of metaphors, so—you know what to do…

Click to catch up. I’ll time you. GO! (my seven-year-old is sprinting…)

Alright, now that we are ready to climb and understand the importance ‘challenge’ plays in creating great culture, it’s time to unleash factor #2 and make our way to the summit.

This blog will show you how to create a vision for your team, department, or division that propels the overall mission—a vision that will guide your culture “beyond healthy,” past apathy all the way to the summit.

Are you ready?

November 15, 2022November 15, 2022

How To Beat “Quiet Quitting” In Your Culture Part 1

The Challenge Factor

If you are leading anything, you are creating culture. CEOs, church leaders, and little-league coaches have cultures forming around them—and so do you! The question is whether that culture is pulling people in or pushing them away.

Are you struggling with:

turnover?
quiet quitting?
attracting top talent?

If so, staying where you are might be the riskiest decision you can make. The good news is two factors consistently show up in the world’s most inspiring cultures:

CHALLENGE AND VISION.

Both can be learned, added, and applied.

Challenge is a cheat code.

The problem with playing it safe these days is we are smack in the middle of what experts are calling a “Turnover Tsunami.” Pandemic burnout has people leaving in droves, looking for what’s next or a place to rest. No doubt, it’s a leadership dilemma!

But the answer to a wandering eye is not EASY. On the contrary, people want to be a part of something bigger—a climb of a lifetime—stretched beyond their comfort.

We need a mountain to climb and a compass to guide. Then we can go “beyond healthy” and take our culture to the next level.

The path to the "culture summit" is NOT easy, but it is available to all who are willing. This blog will show you how to use challenge to your advantage, defeat apathy, and give you four simple ways to start climbing.

“Where we’re going, we don’t need roads.”

But before we start climbing… You can’t effectively lead what is fundamentally broken. Getting healthy comes first. If you need help with that, click here and GET UNTOXIC.

Now, onward and upward!

September 11, 2022

Get Untoxic Part 2: How To Move Towards Healthy One Splinter At A Time

I was a splinter.

My splinter past haunts me. But oddly, it has served me well as a leader. It’s the reason I don’t mess around with sharp objects. I understand (firsthand) how dangerous splinters are to culture. If you don’t, make sure to read Part 1.

Again, splinters are the people in your ranks who are disruptive on purpose.

A splinter is toxic.

They are opposed to your direction or YOU. Simply put, these wooden spears are not on board and aren’t going anywhere voluntarily. And they are ruining the culture you are trying to build.

**Great cultures still get splinters.**

So, if you want to lead a dynamic culture, you can’t skip the splinter step. The question is not if; it’s HOW you will respond.

Unfortunately, we look the other way and hope it goes away. It doesn’t. Splinters that stay too long get infected and spread through negativity.

Many of you are experiencing that currently.

This blog will outline 3 ways to remove splinters and build immunity for the future as you lead your culture from toxic to "UNTOXIC."

July 29, 2022July 29, 2022

GET UNTOXIC! Soak Your Splinters Out And Change Your Culture Now

Your culture is at risk.

It’s amazing what happens when you get a splinter. It’s barely noticeable to the human eye, and yet it becomes the only thing that matters in your life the moment it enters your body.

Everything is on hold until you get that little wooden sword out.

Some people in your ranks are splinters. They are disruptive on purpose and intend to cause division in your culture. Their behavior is toxic. Unthinkable, I know.

Too many leaders wait it out and hope it works itself out. Don’t wait!

Looking the other way is how a culture turns toxic.

This two-part blog will either help you reverse the tide of toxicity or help you build immunity.

After all, you’ve come this far, don’t let a couple “bozos” ruin it for everybody.

April 29, 2022May 3, 2024

3 Ways To Unlock A Gen-Z Friendly Culture Today

PART 1

Generation Z is leaving. That’s right. Gen-Z is now running late to the office if you’re lucky… or happen to be a “Gen-Z friendly culture.”

A scary number of them are planning their goodbye parties, which we all know only happens if you’ve been around for AT LEAST ten years (twenty in Gen-Z years). Sixty-five percent of Gen-Z plan to quit their job this year. Yikes!

So, if we’re going to convince them to stick around, we’ve got to hurry up and find a way to lead them… right?

Wrong.

Before we can lead them, we need to find a way to love them.

If you just rolled your eyes, this blog’s for you!
And if you quietly said “Amen,” this blog’s about you.

This two-part blog series will outline three shifts that will help you unlock a Gen-Z friendly culture today.

Also, these shifts are no longer suggestions; they are ‘make or break’ for Gen-Z.

Good news—every ‘Gen’ will appreciate them. After two years of constant covid change, there’s no better time to make some moves.

Hint: It has nothing to do with ping-pong tables and flexibility. That’s icing. First, we must build the cake.

March 25, 2022March 25, 2022

The Best Question Ever And How To Help Others Grow

Lead or be liked is bogus.

No doubt, one of the most challenging parts of leadership is facing into the conversations no one else will, but someone must. It’s also the most rewarding.

That’s where it’s at.

Growth happens in the last one percent, in the ‘thing behind the thing’ that most are unwilling to point out. And that’s why—leaders say what peers wish someone would say to their co-workers.

Unfortunately, that means not everyone will like you; but they will have to respect you—if you do it well.

I’m human.

I like to be liked, but I’ve learned to love watching others soar more.

So how do we help others grow?

We care enough to share what’s holding them back and walk with them through whatever’s next.

When we do that, they begin to grow. And when your people start growing, they have no interest in going anywhere.

Simple right?

But there’s a catch.

If you don’t genuinely care, you need to focus there first. And possibly buy a nice tent. After that, it might be time for some camping.

That will make sense later. I promise.

February 11, 2022February 11, 2022

How To Build A Fear LESS Feedback Culture Part 2

PART 2 “What You See Is What You Say.”

Feedback is the ongoing conversation of an organization and one of the most OBVIOUS indicators of cultural health. It’s the dialogue of development.

Tragically, we can go for years without paying any attention to how that convo is being handled.

It can become a routine part of the job; even if it’s toxic, it’s just what we do. Or worse, it’s who we think we are.

It’s not.

You might just need a new view, which is what this blog is all about.

If you missed PART 1, you can read it here.

To Review…

Fear less feedback is helpful, not hurtful; it’s timely and ‘for the love,’ fixable. It’s motivated by the desire to help others grow and develop. And most importantly, it’s rooted in relationship.

Give that kind of feedback consistently over time, and people will begin to fear less and hear more.

Simple right?

But what if your culture is past the point of tweaks and needs a full-on pile driver?

This post will help leaders change the type of feedback they are getting by changing the questions they are asking, which becomes the lens for everything.