Peter Drucker, the legendary management consultant once said, “Culture eats strategy for breakfast.” What he meant by that is you can have all the strategy in the world and if the culture in your organization is poor the strategy is unlikely to be implemented.
You can also hire the very best people but if your culture is poor it’s your very best people who are likely to leave first. Nothing plays a bigger role in an organization’s success than culture. Absolutely nothing!
An organization’s culture is the responsibility of the top leader. It is not something that can be delegated to HR or some consulting firm. CEOs of top performing companies invest a massive amount of time ensuring that the organization’s culture is one of two-way trust, with a growth mindset and exceptional lines of communication. It’s a caring culture where people are valued for the mere fact that they are human beings who make a difference in the world.
CEO’s who do not understand their role in defining their organization’s culture are CEO’s who put their organizations at risk. Make no mistake about this fact, every organization has a culture. If it’s not intentionally crafted to be healthy culture, and nurtured DAILY to stay that way, then the culture will develop on it’s own.
A “self-developed” culture is never an organization sustaining culture.
Building a strong organizational culture involves creating an environment where employees feel valued, engaged, and aligned with the company’s mission and values.
Here are the building blocks to a healthy sustainable culture that fosters long-term success.
Define Core Values. Start by defining the core values that reflect what your organization stands for. These values should guide decision-making and behavior at all levels. Ensure that these values are clear, concise, and actionable. Understand that if every member of your organization does not understand and live these core values then they likely aren’t worth the paper you’d print them on.
Lead by Example. Leadership plays a crucial role in shaping organizational culture. Leaders should embody the values they preach. They should show integrity, transparency, and inclusivity in their actions and decisions. Remember, you lead by example whether you realize it or not. Your people are always watching you and if you’re not living the core values of the organization then they won’t either.
Communicate Effectively. Transparent communication is essential for fostering trust and alignment within the organization. Keep employees informed about company goals, strategies, and any changes. Encourage open dialogue and feedback channels. Some “leaders” believe withholding information from their people somehow makes them more important. If you’re a leader who believes keeping your people in the dark is a good thing then you’re a weak leader beyond measure.
Encourage Collaboration. Create a team where employees are comfortable sharing ideas. They should seek feedback and work together towards common goals. Promote cross-functional collaboration to break down silos and encourage innovation. Silos are good on a farm but they are often deadly in an organization looking to grow.
Empower Employees. Empower employees by giving them authority. Also, give them chances for growth. And, recognize their contributions. Encourage autonomy and ownership over tasks and projects. And remember, if you’re standing in their way with your micromanagement hat on, then you really haven’t empowered them. So turn them loose and stay out of their way.
Promote Diversity and Inclusion. Embrace diversity and inclusion. Do this by creating a culture that celebrates differences. It should value the unique perspectives and experiences of all employees. Ensure that policies and practices promote fairness and equality…for everyone. Understand the difference between valuing diversity and going woke. Valuing diversity builds bridges, going woke builds walls.
Celebrate Successes. Recognize and celebrate achievements, both big and small. This reinforces good behavior. It creates a sense of accomplishment and belonging in the organization. There really is not a success that is too small to celebrate.
Invest in Employee Well-being. Prioritize employee well-being by offering programs and resources that support physical, mental, and emotional health. Create a supportive work environment that promotes work-life balance and stress management. Then, encourage your people to use those resources on a regular basis. There is no value to a resource that is never used.
Provide Continuous Feedback. Create a culture of continuous feedback. Employees get regular, helpful feedback on their performance. They also get chances to give input on the organization’s processes and initiatives. And just so we’re clear on this… a once a year “review” is NOT continuous anything, except perhaps a continuous waste of time.
Adapt and Evolve. Culture is not static; it evolves over time. Stay attuned to changes in the internal and external environment and be willing to adapt cultural norms and practices as needed. This will ensure relevance and alignment with the organization’s goals and values.
Building a strong organizational culture is not a part time job. By focusing daily on these key elements and consistently reinforcing them through actions and initiatives, CEO’s and their organizations can build a strong and vibrant culture. One that drives employee engagement, retention, and overall success.
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