Page 119 - Make Work Great

Organic Growth

( ). Obviously, your own network of contacts will look different,
and it may or may not be worthwhile to try to draw it. What is
important is to understand the dynamics of the system at play and
to remember that quality trumps quantity when it comes to adding
a new member to your crystal. Role-model consistently to everyone,
but spend the bulk of your culture-demonstrating efforts on a small
number of additions with whom you have a high likelihood of suc-
cess. Take a lesson from leaders such as Gandhi and Mother Teresa,

who built up amazing amounts of influence from positive individual
connections, and use the multiplicative effect to your advantage.

Success Equals . . . ?
Let’s pause for a moment. In the spirit of overtness about purpose,
we need to be precise about what it means to have a successful addi-
tion to your cultural crystal. You can say that you have fully enrolled
another person in your cultural crystal when the following are true:

• You’re able to interact regarding the six types of overtness (pur-
pose, impact, incentive, progress, resources, and capability) with
regard to your work and that person’s.
• Your interactions are built on a foundation of clarity (with a
well-defi ned question, correct approach, and defi ned need for
agreement).
• Through your interactions, you have built a mutual understand-
ing of each other’s roles, challenges, and constraints.
• You both characterize your relationship as mutually benefi cial.
• You see evidence that he or she practices and role-models overt-
ness about task and clarity within relationships with others.

Notice the strictness of these criteria. If you’re serious about creating
change, you need to be serious about recognizing the change, even if
it comes slowly, just one or two people at a time. By defi ning an addi-
tion to your crystal using these conditions, you draw a distinction

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