A Day in the Life of a Culture Committee

Southwest Airlines is know for its culture. Anyone who has flown on a Southwest flight probably experienced a fun and efficient few hours "moving about the country". The playful nature of the aircrew coupled with a sense of safety and procedure is unique to say the least. The make flying fun, and for the money we pay for tickets these days it should be.

While the amicable nature of Southwest employees is an external pleasantry it is fueled by an internal culture which fosters the idea of taking care of each other. Southwest culture can be better understood by reading the company's "culture mission" taken from their website. It states:

"Southwest Airlines' number one priority is to ensure the personal Safety of each Southwest Customer and Employee. Beyond this, we follow "The Golden Rule," meaning that we treat each other the way we want to be treated, which is why doing the right thing by our Employees and Customers is so inherent to who we are as a Company. We believe in Living the Southwest Way, which is to have a Warrior Spirit, a Servant's Heart, and a Fun-LUVing Attitude. Within each of these categories are specific behaviors to help us be a Safe, profitable, and a Fun place to work."

Living the Southwest Way includes a project called the Culture Committee. This committee randomly meets the plane at the terminal ramp with a group of SW employees bearing gifts of snacks, drinks, and push-vacuum to help clean up the plane as they prepare for the next flight. Usually, this is the job of the flight crew as the passengers deplane, and on long multi leg flights this can wear on the flight attendants. The act of taking over this responsibility allowing the flight crew to take a load off in between flights just one measure Southwest employs to make life a little more "Fun-LUVing". 

The purpose of the Culture Committee is to remind each employee that they belong to a family who appreciates their efforts. This is always a nice gesture to receive unexpectedly. Anyone who has surprised a spouse with a bouquet of flowers for doing an outstanding job taking care the house, or rewarded an coworker out of left field with a gift certificate to their favorite restaurant for a job well done, or baked some cookies for the mailman who delivers your bills everyday knows the feeling of random appreciation. It is the essence of what makes a family, or a community. It is people looking out for those they work with, live near, or communicate with on a daily basis. And, it feels good to be on the receiving end of such appreciation.

Ideas like the Southwest's Culture Committee reflect the professional values that act as the foundation for the culture of the company. Donald Brown states in his book The Experiential Approach to Organization Development that "a corporate culture gives the whole organization a sense of how to behave, what to do, and where to set the priorities in getting the job done" (pg. 65). You have to walk the talk for a true culture to take hold, and truly caring for those you work with is a good start.

In the Navy, my current employer, we try to instill this concepts in our Sailors. As you grow up through the ranks of leadership it is important to take care of those under your supervision. Rewarding someone with early liberty (time off) or a duty free weekend can really express gratitude for doing the right things and making the right choices. These are especially appreciated when they are unexpected. It shows that you care. I wish this were more of a Navy wide practice, as not all leaders share the same cultural values or beliefs. However, I always tried to take care of those who take care of me. 

I think the underlying message of Southwest Airline's Cultural Committee is that it is important to do little things that make people smile. Out of the blue, unexpected, and random acts of gratitude can really make a difference. Not only does it remind others you are thinking about them, but it fosters a cultural behavior to take care of each other. As I transition out of the Navy I will continue to find ways to show my gratitude and appreciation for those I work with. 

JP

21st Century Enlightenment

Matthew Taylor delivers an insight into the necessity of changing the way we view ourselves, our place in this world, and what it is going to take for us, as a civilized global community, to move towards a better tomorrow. His presentation titled 21st Century Enlightenment presents his audience with sensible concepts on how to recognize our current values, norms, and lifestyles in order to become a more self aware, socially embodied community, and the need to be more responsible as members of a global sociology.

Matthew relates some similarities to the Enlightenment period of the 18th Century to our current rapidly changing world by establishing the fact that a small group of free-thinkers discovered new and radical ideas rooted in sound theories and scientific foundations. People like Newton, Copernicus, and Galileo reshaped the way we view our roles in the universe through observation and logical thought processes. It was in these discoveries that the entire world began to change the way they thought about themselves and opened their minds to new methods perceiving what we believe to be true. New norms, values, and lifestyles emerged from the discoveries of these few historical figures. Different thoughts effectively changed the way people learned and ultimately lived within their known world.

Matthew believes that "In order to live differently, you have to think differently". He believes that any significant change in our society begins with what and how we think. How we view immigration, political authority, inclusion of religious ideals, and civil solidarity will inevitably shape our actions creating norms, values, and lifestyles. He states that we must move into a more global concept of empathy where we take into consideration the real and important power of understanding each other on a global scale. We are a culmination of what we think and how we act as a society, and making a conscious effort to rethink our own beliefs and values will help us to form a better community as a whole.

Taylor argues that we need to resist our tendencies to make right or true that which is merely familiar and wrong or false that which is only strange. Because we may not fully understand our own cultural norms and values completely, or those of another culture does not make these beliefs sound doctrine. I believe Matthew is talking about minimizing the weight we give to what we see everyday and employ a more critical thinking process to uncover the reasoning behind our thoughts and beliefs. For example, my organization (the US Navy) is steeped in traditions that may at times stifle or hinder forward progress that could benefit our overall mission to provide a more diverse culture of American Sailors working together for a common goal. Only recently has the Navy reduced some long lasting barriers regarding race, gender, and sexual orientation which has allowed our Sailors to learn from a more broad pool of resources. By changing the way the Navy views the individual Sailor we have become a more formidable force, rich with a diverse culture.

Change on a grand scale never comes easily. To affect change in our minds we must first reduce our prejudices based in misunderstanding. It is easier to change the materialistic than it is to change our idealistic views. However, this is not impossible. becoming more empathetic to other cultures and individual practices can be attained by merely developing a genuine desire to learn about other people, societies, and cultures. Developing the ability to put aside assumptions based on the unknown and replacing them with learned experiences is the first step in creating a more empathetic society.

Summing up Matthew's presentation, he believes that in order to truly create a 21st Century Enlightenment we must discover who we are as human beings, discover who we want to be, and more importantly develop an understanding of what we aspire to be. By establishing these charges each individual can affect change in their sphere of influence. He quotes Margaret Mead who said, "Never doubt that a small group of thoughtful, committed citizens can change the world. In fact, it is the only thing that ever has". Change starts from within. I have committed myself to be a better thinker, more empathetic to those around me, and to subdue my assumptions based on my past values, norms, and beliefs. Doing this enables me to play my part in changing my thoughts of the world in which I live. We all have an important part to play for a 21st Century Enlightenment to take effect.

Please take the time and watch Matthew Taylor's presentation 21st Century Enlightenment 

JP

Board of Directors: A Tale of Power and Vision

May 6, 1954, Roger Bannister proved to the world that a sub-four minute mile was possible. Prior to this unbelievable feat the notion of running a mile in less than four minutes was considered impossible to overcome. Runners tried in vain to disprove this belief, but it took one man with vision, power, and a little help from a few teammates to show the world that impossible is not the end of the road, but a beginning of new possibilities.

Since Bannister's declaration of will thousands of athletes have broken the four minute mile, some shattering the record by ten seconds or more. All it took was someone to pave the way and the crowd followed. This can be said for other examples like breaking the sound barrier, landing a man on the moon, or sending a rover to Mars. All it takes is a vision and the will to see that vision through.

Now, most visionaries are part of a lonesome crowd. The majority of people fall into two distinct categories. There are those who believe that limitations and barriers are present for a purpose... they can't be broken. These are the pessimists. The other group are those who assess their own beliefs in terms of successes and failures. They are called pragmatics. Visionaries believe that limitations and boundaries exist to be shattered, overcome, and discarded. It is within this small and powerful minority that the most amazing innovations have transformed the impossible into the possible.

In today's world we are witnessing changes occur at break neck speeds. Advances in technology, communications, and innovation have ushered in an era of constant and rapid change. Donald Brown, author of An Experiential Approach to Organization Development, believes that there are two types of companies in this Brave New World: those that are changing, and those who are going out of business. There is no room for those pessimists and pragmatics who can't or won't make the necessary leaps to find new and creative ways to move forward. It takes visionaries, believers, and power players to bridge the gap between the present and future, proving to the world what is and isn't possible.

In my organization, the United States Navy, we have overcome many barriers to earn us the title of "The World's Finest Navy". When FDR sent the Great White Fleet around the world to demonstrate our global reach and capabilities he was sending a message to our allies and enemies alike that the United States is willing and able to span the globe as a dominant naval adversary. Organizationally we have crashed through race, gender, religious, and even sexual preference barriers to maximize our strengths and diversity. None of these feats could have been possible without the visionaries paving the way. Today, our Navy can respond to any threat or call anywhere in the world in 48 hours. I wonder what John Paul Jones would think of that.

There will always be those who doubt what is possible. Thankfully, there will also be those few who view the impossible as a taunt or challenge and kick open the doors of opportunity for others to follow, just as Roger Bannister did back in 1954. No matter where the line is drawn there will always be someone figuring out a way to step through and continue on the path of discovery, advancement, and embracing our inevitable world of change.

jody powell