A Culture of Discipline

A "culture of discipline" is a phrase used by Jim Collinsmakes you more stable, yet responsive to what is
(Good to Great) in his study of great companies. Allhappening around you.
of the great companies, those that far outperformWhen opportunity presents itself, you don't grab for
others, have a culture of discipline. This does notit. You think about it. You ask: "Does this fit with my
mean that they spend their time disciplining people.our purpose? Is this something I/we are willing to do
When you have a culture of discipline you rarely needwell? Can I/we be passionate about this?" Also, you
to discipline people.want to know if it will contribute to your long term
A culture of discipline is not about punishing people,viability.
but it is about control. It is about self control.When crisis hits, you respond in ways that are
Disciplined thinking leads to disciplined action. Allconsistent with your purpose and values. No short
greatness, whether it be in athletics, music, art,cuts! Collins wrote in Good to Great, that companies
business, leadership, healing arts and sciences,who stuck by their values tended to be more
teaching, or sales, is a result of discipline.successful. The key, he found, was not in what
Whether we are talking about an individual or anvalues they chose, but that they stuck by their
organization, it all starts with the question: "Who arevalues, whatever they were.
you and what is your purpose?" Your purpose isIn a culture of discipline we make a commitment to
found at the crossroads of that which you areour mutual purpose and values. We refuse to allow
passionate about and that which you are good at.behavior that is outside that framework. People who
Once we are clear about our purpose and the kind ofviolate the purpose and values are given a chance to
person and/or organization we are, then we need tolearn and to change. If they choose not to, they
discipline our thinking in order to achieve it. Thoughtsleave. A culture of discipline is not an authoritarian
and behaviors that contribute to the purpose areregime where one person is the enforcer. Those
then nourished and expanded.organizations tend to fall apart when the dictator
Most people, and most organizations are undisciplined.leaves. The disciplined culture requires people to
We entertain thoughts in our minds that contradictadhere to a consistent system, within which they
our purpose. We allow behaviors in ourselves andhave freedom and responsibility. In a culture of
others that should be unacceptable. In a culture ofdiscipline we all help each other to stay on track by
discipline we are clear about who we are and wherereminding each other through ongoing feedback and
we are going. We address contradictions honestly,being a role model.
first in ourselves, and then in others, and resolveIf you want to see if your organization has a culture
them.of discipline, listen to the stories that are told. Are
A year ago I wrote in this newsletter about twothey stories of accomplishment and appreciation of
very different businesses, one who has a culture ofthe efforts of people? Or, are they stories tinged
discipline and one who has not. Schulers Books andwith negativity and criticism? Do people tend to be
Music, a local bookstore and cafe is my example of agenerous with credit for work well done, or do they
culture of discipline. At one of the stores I often seemostly talk about what "I" did? Fear based and
the manager out on the floor. Whenever a customeregocentric stories are ultimately demoralizing and
approaches him, he drops everything and serves thefeed negativity. Stories about people going out of
customer. I always receive cheerful and helpfultheir way to help people, and stories where credit is
service whenever I go there.given to others consistently reinforce the purpose,
A chain restaurant I visited, called Steak and Shake,the values, and the way of thinking that identifies the
does not have a culture of discipline. I walked in toorganization at its best. We discipline our minds away
get a take out order and could not get served, orfrom negative and victim thoughts and toward
even acknowledged. I wrote to the corporate officethoughts of appreciation, understanding, problem
of Steak and Shake and received a cursory reply.resolution, and the possibilities to be found in any
The difference between these two businesses issituation.
that at Schulers, people think a certain way, and actI must admit that I have often rebelled against
in alignment with those key thoughts. These arediscipline. I thought it would cramp my style or limit
thoughts about valuing customers and offeringmy freedom. What I have learned is that discipline
excellent service. At Steak and Shake, people are onenforced by a dictatorial person does cramp
their own. They have not been taught how to think,everyone's style and limit freedom. Discipline agreed
and thus behave, in alignment with the organization'sto by each individual does the opposite. Self discipline
purpose. You may or may not get lucky and getallows us to achieve excellence.
good service. At Schuler it is not luck; it is consistentDiscipline that grows out of a commitment to a
great service rooted in a culture of discipline.common purpose creates a structure, a consistency
Embedded in this culture is a deep love for readingthat helps people to make wise choices. The
and for community that is evident in theirunwillingness to accept poor behavior is reassuring.
consistently great service.Employees see leaders behaving consistently and
I worked with an organization where the seniorthey are inspired to think and behave in alignment
leaders loved their work and worked very hard. Theywith purpose and values. Extensive work rules are
saw themselves as disciplined. Yet, they were verynot needed when people are already motivated.
undisciplined. Leaders in this organization each went inWhether you lead an organization or just yourself,
their own direction. Some of them were noted fordiscipline will determine much of your success. Each
being unapproachable and cranky. Others avoided allday examine your thinking, your behavior, and your
conflict and said "yes" to everything. Another wasdecisions. Ask: "Does this fit with my purpose? Is this
known for flying off the handle whenever he felta true reflection of who I am? Does this fit with my
threatened. All of these managers were talentedorganization's purpose and values?" Learn to say "No"
people. Discipline is about practicing the thoughts andto thoughts and behaviors that do not align with
behaviors consistent with your purpose and yourpurpose and values. Say "Yes" to thoughts and
goals. It is about holding yourself accountable whenbehaviors that affirm your purpose. Thinking, and
you are inconsistent. Much of the talent and hardthen doing the right things consistently will keep you
work of these managers was dissipated becauseon purpose and lead you toward greatness.
thinking and behavior were not in alignment withConnect the dots. Apply this information to your
purpose and values.workplace, your church or spiritual community. your
In a culture of discipline we live in alignment with ourfamily, your neighborhood, your athletic team. Is
purpose and in accordance with our values regardlessthere a common purpose that inspires your passion
of what is happening in the world. A culture ofand commitment? Are there values you live by? Do
discipline is responsive to whatever happens. A nonyou value and serve each other in order to achieve
disciplined culture has knee jerk reactions to bothyour common purpose? How can you create a
crisis and opportunity. This is because the motivatorculture of discipline without becoming a disciplinarian?
in these non disciplined cultures is fear. In a culture ofHow can you work with others to create an
discipline you are motivated by love--love for yourenvironment where people are clear and self
purpose; love for those whom you serve; and lovemotivated?
for your values. You live from the inside out. This