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I recently used the Cultural North Star to diffuse a conflict between a student and postdoc. It allowed them to appreciate the importance of communication and respect as a condition for resolving issues. And that they are part of much larger community where adherence to these norms is important. It did not resolve the issues but I think it bought us some time to slow things down and move toward a good solution.”
"I have started using the Cultural North Star to address employee performance issues more directly, drawing on the principles that we are strongest when we show empathy and we have the courage to be honest. Even though those conversations are difficult and sometimes uncomfortable, they truly uphold the Cultural North Star pillar, Be Kind, by promoting direct feedback.”
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A world-class pediatric airway specialist was visiting our campus as part of his recruitment process when he was asked: ‘You have so many places to choose from. Why choose UCLA?’ Without hesitation, he reached into his jacket pocket, pulled out a Cultural North Star recognition card and said, ‘The Cultural North Star principles set UCLA apart; this is what defines UCLA and matches my ethos.’”
"The Cultural North Star has reframed my thinking about how I approach challenges. I’m working on remaining curious and listening to understand when I encounter a difficult situation.”
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We have started incorporating the three pillars of the Cultural North Star into offer letters to new chairs and other leadership positions at DGSOM. We want to make the expectation explicit at the start: as a leader in our organization, you are expected to live by these principles and to hold your teams to this high standard.”
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I have started referencing the Cultural North Star at the beginning of my recurring committee meetings, reminding everyone to hold themselves and others accountable. I’ve noticed a huge difference in the way members of these committees interact when I use the Cultural North Star to set the stage.”
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When team members have differences of opinions, I am encouraging them to continue to engage in dialogue even though they disagree. This has begun to change the culture in our group, moving away from gossip and inefficiency to a more transparent and productive model of communication.”
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When addressing employee performance, I use the we are grounded in ethics and data principle to remind myself to keep the conversation as positive and factual as possible.”
"I look at the Cultural North Star pillars as a three-legged stool. I can measure my behavior against them at all times. When I’m writing an email, participating in a meeting or having a 1-1 conversation, I ask myself, ‘Am I Doing What’s Right, Making Things Better and Being Kind?’ It’s simple yet truly makes me a better employee and collaborator.”
