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Hello everyone.

I am Technical sergeant Michael board with the 48 logistics readiness

squadron and today I'll be talking to you about organizational culture.

This is a quick overview of everything we'll be touching on today.

What is organizational culture to four key points healthy and unhealthy cultures

and the importance of having a healthy culture in the workspace.

So what is the organizational culture?

So it's not one clear set definition.

My definition might be different from yours

and yours might be different from theirs.

However, I defined it as a collection of ideas, values,

morals and principles that defines the goals

and standards for any particular organization.

These components together

will help give your work sending identity.

For instance, if you're a war driven person

then so in supply we had these W W. E. Championship belts for our monthly awards.

If I was big on that then I will push everybody to do what they gotta do,

do volunteer work.

Uh make sure you know you're killing on the job so we can

get these awards so I can present them to let everybody know,

you know,

we were running things and supply so

stuff like that.

Four key points I mentioned earlier our trust,

unconscious bias shaping the organizational culture

and commitment.

So unconscious bias is social stereotypes that naturally occur

when you normally hear bias, you probably think of something that is negative

but not all biases are negative but also positive ones too.

The way that we can help eliminate biases from the work center is,

but I understand that we all have unconscious bias except that you

have it and learn how to detach that bias from yourself.

So you can create a fair atmosphere for everyone.

one bias. I recently found out that I had was

when I came to lake and he uh

well since I've been living here,

I've noticed that the females are typically the top dogs.

When my first section, we had an airman,

she won beat easy and she was the chairman of the year.

The next section, we had another female who you know,

winning beat easy and out of my current section we have a staff sergeant

who is the heart and soul of our section, she leaves training,

she's the go to person for maintenance and for us as well.

So I grew that bias to say that okay female,

typically the top dog which doesn't always work out,

but that bias has been built over my short period of time here at Lakenheath.

Next topic is trust.

Uh D. J. Keller would say this is a major key.

Trust is super big

in order to have somebody build trust in.

You have to be able to take accountability whenever you do wrong.

So if something doesn't pan out like you wanted to

say, you know what it's my fault,

you know, we'll work on getting it better, we'll work on it,

make some tweaks so we can have a better outcome,

transparency is huge as well.

Being transparent with your subordinates and your leaders as well

helps create that trustworthiness that you're not hiding anything,

you're not out for self because trust goes both ways

as a leader had to be able to trust my subordinates and as a

being a true for somebody have to trust my leaders.

They're putting me in the right position to help my section succeed

for instance.

So my last section,

I just made tech and I knew how it was to be a staff had somebody kind of all over you

making sure you're doing everything and how they want you to do it for me.

I trusted my staff sergeants to to run the floor, but we didn't have a master,

so run the floor.

I trust you,

you do the leg work every day and you know what needs to be done.

I trust you to take over and make sure this, this, this warehouse run smoothly.

Commitment to me. This is the full buy in part of everything

to be committed, wanted to have trustworthy leaders

and that comes with

having transparency with all that.

Uh,

you cannot be fully committed to something that you don't

believe in and you don't believe in your leaders.

Then you're not gonna be fully committed.

Being passionate about your job.

You don't have to go gung ho about everything but knowing what you're doing,

do it for the right reasons

and also being able to take criticism as well.

You're not gonna do everything perfectly. So

having the ability to want to learn

will help bring everything together

in supply. We have a bunch of sections, so you don't necessarily see everything

that you're doing and how it affects the mission.

Me as leader. I'm here to tie those, those two ends together.

If I work in a store in the warehouse and I'm just

picking parts up and pulling parts,

I'm not going to see how it affects the mission,

how it gets to the F- 35 and 35 to do their job.

That's how you build that passion. That's how you build that commitment

shaping organizational culture.

Now, the tech sergeant,

we typically run the shop, we run the show.

Master Sergeant is pretty much just oversee everything, but text,

we make everything happen.

So that was the tape.

You have to be very welcoming to your section, to your to your to your subordinates.

They have to be comfortable with you but coming in to talk to you about everything.

Anything

as an airman of course,

we all seen stuff that was kind of weird or didn't didn't look right.

So now we definitely have the ability to be the change you want to see

if you don't want people coming in late, you don't come in late,

you set that standard.

Also having open communication, not just work related stuff.

You have to be able to communicate

with personal things too.

These

the subordinates come to you for everything.

So that's why I have an open door policy where you can walk into my office,

you can talk to me about anything

because I want to be there for you no matter what the situation is.

If any help will work or you're going to something that life

I'm a leader. I want to leave from the front, not the back

feedback is also extremely important.

I have to be able to tell you if you're doing something

incorrectly and also I'll give you a pat on the back.

If you're killing on the job, it goes both ways

healthy and unhealthy culture. Of course there's pros and cons to everything

with

with a healthy culture,

transparency, honesty and open mindedness are key.

I I spoke spoke about transparency earlier,

transparency goes through your whole leadership. The whole culture

transparency is key. Being able to

be like a glass.

I don't want, I want to be able to see you know how my job is affecting the mission.

And I also want you to protect me if anything comes down that I don't need to be

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