Here’s an example of how to apply the tips and advice in our upcoming book, Culture Change Made Easy. To give you a sense of what the book is about, we created a GPT to accompany it where you can ask questions of the book – try it for yourself here.
As an example of a pretty loose question, we asked, “What do I do if my culture sucks because my manager sucks?”
Here’s the answer we got:
Having a difficult relationship with your manager can be challenging, and it’s important to approach the situation thoughtfully. “Culture Change Made Easy” suggests that understanding and addressing underlying culture patterns within your organization can be a productive way to deal with interpersonal issues. Here are a few steps and considerations based on the book’s methodology:
1. Reflect on the Specific Issues: Identify what specifically about your manager you find challenging. Is it their communication style, decision-making process, or how they give feedback? Understanding the specifics can help you address the problem more effectively.
2. Consider Culture Patterns: Sometimes, the issues we have with individuals are reflective of broader cultural patterns within the organization. For example, if your manager’s behavior is symptomatic of a wider culture of poor communication or lack of transparency, addressing these culture patterns could help alleviate the issue.
3. Seek Support and Advice: Look for mentors or colleagues within the organization who can offer you perspective and advice. They may have experienced similar challenges and can offer strategies for coping or even changing the situation.
4. Engage in Open Dialogue: If possible, consider having an open and honest conversation with your manager about your feelings and experiences. This can be difficult, but it’s important to approach the conversation with a focus on finding solutions and improving your working relationship.
5. Focus on Your Development: Focus on what you can control, such as your own responses and how you can grow from this experience. Developing resilience and learning how to navigate difficult relationships can be valuable professional skills.
6. Consider Your Options: If the situation doesn’t improve and it’s impacting your well-being or professional growth, it may be worth considering other opportunities within or outside the organization.
Remember, changing a challenging dynamic with a manager isn’t easy and requires patience and strategy. For more detailed advice and support, consider reaching out to Jamie and Maddie or exploring resources at Books & Resources (propelnow.co).
If you’ve played with Chat GPT at all you know that you can add more context or ask the question in different ways to get more and more useful responses if the first answer doesn’t quite hit the mark. (Presumably you are familiar with AI prompting by now but if not, just keep talking to it, it’s that simple.)
So now – over to you to try it.
Do you have the same issue? (don’t worry, nobody will know and NO, we do not see your questions or responses or any user data whatsoever)? Just try asking the same question, but add a little more contextual information for the GPT to work with. See what comes back for you.
And of course you can try this for any culture question or issue!
The only thing we ask of you in return – please leave us a review of the GPT!
You can rate the GPT, leave a comment and also optionally leave your email if you want us to reply back.
And of course, the book is coming soon!! Let us know if you’d like a review copy in exchange for an Amazon review once it’s out – email maddie@propelnow.co.
Later on, we would love to hear if you tried it and whether it was helpful! Can’t wait to hear about what you asked and if you put into action any of the advice from the book!
