Explained in an interview on Cultural Brilliance Radio! The Brilliance Manifesto with Dr. Pat Baccili

On this episode, we’re experimenting with some role reversal…

Claudette: Today my guest is Dr. Pat Baccili and instead of the usual interview that I conduct, today Dr. Pat will instead be interviewing me. Sounds fun, right?!

Dr. Pat: Yeah it’s totally going to be fun! Oh my God it’s so great to be here thank you, thank you so much. In 2018 we are seeing more dialogue about culture, whether it’s organizational culture, whether it’s community culture, whether it’s business culture, whether it is government cultures, whether it’s simply an energy of culture. Couldn’t be more thrilled to talk with you today about this!

Defining Culture:

Dr Pat: Back in the day we used to talk about culture as if it wasn’t attached to anything meaningful in organizations and then all of a sudden what happens is we’re now starting to have issues. For example, the Forbes article that came out this year talked about how company culture needs to be part of the 2018 budget. Don’t you think that that is a landmark shift in the way we’re looking at culture?

Claudette: It was an absolute landmark shift in the way we’re looking at culture, and I think it is it’s interesting that there are so many companies for whom it’s not even on their radar. There are the Google’s of the world that are talking about culture and really doing something about it that’s productive and positive and their organizations: They’ve created budgets and have really invested in it.

When I talk about culture I’m really talking about the mindsets that drive behaviors, and the behaviors that drive systems and structures.

Common Mistakes

Dr Pat: I love it! Now, on the other end of the spectrum, I’m wondering, without naming names of course, what are some of the worst behaviors/systems/structures you’ve seen out there?

Claudette: I’m thinking of a client right now with a new leader who is communicating that people in the organization need to be transparent, but no one in the organization knows what that functionally means. When you’re bringing a new word into an organization, clearly it’s not part of the culture already. I don’t think folks in that organization would resist the transparency, and in fact would probably think it’s very positive, but their culture is not set up to do it. The solution is really thinking about how you bring in language and ideas and how do you get people on board with it. How do you explain it even if it seems really obvious to you? C

Brilliance Manifesto, Explained:

Dr Pat: I know you’ve designed very meticulously and intentionally what you refer to as The Brilliance Manifesto… What are the bare bones that create this manifesto of yours?

Claudette: The bare bones of it is authenticity and understanding, telling the truth about your culture so you know what you have. You can’t change what you don’t understand and continue to do it very well, so it’s really looking at how can you design something different, figuring out the path forward, and then having that vision organized in order for us to be successful.

One way I define brilliant cultures is that they are systems that proactively respond to change in ways the decrease stress, inspire learning and promote organizational health.

I put that definition together because I noticed that many organizations were struggling to keep up with rapid changes. As humans we know we are not great at making change sometimes, so how can we create an organization in which adapting to change was baked into the culture?


To listen to the podcast and full interview with Claudette Rowley and Dr. Pat Baccili visit: Cultural Brilliance Radio on Transformation Talk Radio!