Organizational Culture

Poor Communication Impedes Strategy

Strategic planning is the go-to strategy for setting the future direction of products and services. When research tells us that only 67% of organizations with a strategic plan actually succeed in implementing their strategy (Bridges Business Consultancy Int Pte Ltd, 2016) it seems like we could make better use of our resources. So, what’s getting in the way of smart, talented people achieving goals? If you ask leaders, they will tell you that it’s poor communication (a.k.a. organizational culture). Despite this news, few workplaces set expectations for communication and behaviors.

Strong Organizational Culture Improves Outcomes

Organizational culture is the personality of the workplace. It’s the unwritten rules, norms, and patterns of behavior. It’s how people communicate and can’t be found in the employee manual. When all things are equal, organizations that take time to develop their workplace cultures fare better than those that don’t. They deliver better products and services, enjoy more satisfied clients, and have happier employees. Isn’t this what we all want?

Employee Outcomes for Strong Organizational Culture
Employee Outcomes

Values Define Organizational Culture

Values are our highest priorities, our strongest beliefs. They describe or define your culture. When you base your culture on shared values, you’ll have easier transitions, make better decisions, and know what you stand for. Values guide how to interact with others. There aren’t any right or wrong values, just ones that best fit your workplace. When you connect values to specific behaviors it helps employees know what’s expected. If not, you just have nice values to post in the breakroom for new employees to wonder about.

Build Culture with Daily Practice

  • Every level of the organization must take ownership. The leaders are the models and set the tone.
  • Share values widely and often. Post in meeting rooms and place on agendas. Name them before making decisions to reinforce their importance.
  • Discuss expectations during interviews, onboarding, goal setting, check-ins, and performance reviews. Clarity up front will help you get the best hires. Those you hire will be happier.
  • Everyone is accountable. Offer rewards when you see examples of values-based behavior. Be clear about the consequences when behaviors aren’t values-based. Even though it’s hard, you have to follow through.
  • Schedule team check-ins to see how you are doing on your values. This lets you know if you need to adjust and it helps promote buy in.

Mental Health, Coronavirus, and Workplace Culture

Organizational Culture /

Personal and Professional Lives Colliding I hadn’t heard of Coronavirus three months ago so I could not have imagined it would fundamentally change the ways that we work. I never imagined our organizational cultures would be in our living rooms with our children practicing multiplication tables. It seems everyone has a story about how their […]

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Invest in a Values-Based Organizational Culture

Organizational Culture /

Poor Communication Impedes Strategy Strategic planning is the go-to strategy for setting the future direction of products and services. When research tells us that only 67% of organizations with a strategic plan actually succeed in implementing their strategy (Bridges Business Consultancy Int Pte Ltd, 2016) it seems like we could make better use of our resources. So,

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