“I came to see, in my decade at IBM, that culture isn’t just one aspect of the game – it is the game.”
“Advertising is a tax you pay on having an unremarkable culture.” Robert Stephens, Founder of Geek Squad
“ There is a correlation between clearly articulated and lived culture and strong business performance [but most people do not believe that their culture is upheld in their organizations.]” - Deloitte
Culture will have a significant impact on your future bottom line.
Your bottom line next year will largely be determined by your current strategies; your bottom line in the following years will be more influenced by your current culture.
“Every organization has a culture. Unfortunately, many, if not most, cultures develop by happenstance...” Pamela Bilbrey and Brian Jones: Ordinary Greatness: It’s Where You Least Expect It... Everywhere
What is culture? The personality and the character of your organization.
What is culture? The cumulative attitudes and behaviors of your employees.
A resilient culture was more important than new strategies in saving Starbucks
“The only assets we have as a company [are] our values, our culture and guiding principles, and the reservoir of trust with our people.” Starbucks CEO Howard Schultz in Harvard Business Review, July-August 2010
“Committable core values that are truly integrated into a company’s operations can align an entire organization and serve as a guide for employees to make their own decisions.” Tony Hsieh: Delivering Happiness
Created by Values Trainers at Fillmore County Hospital
Strategy #2 Assess your current culture (but first, take off your rose- colored glasses).
Where would your organization fall on the A-O Continuum?
Strategy #3 Establish attitude and behavioral expectations, including your zero-tolerance behaviors such as bullying and rumor-mongering.
“… backbiting, petty scandal, misrepresentation, flirtation, injustice, bad temper, bad thoughts, jealousy, murmuring, complaining. Do we ever think that we bear the responsibility of all the harm we do in this way?” Florence Nightingale to her Nurses
Strategy #4 Define your culture in a memorable 6-word phrase.
Book title Yahoo! From Stultified to Electrified The Cultural Revolution that Woke Up a Sleeping Giant!
Back cover blurb on current culture A stultified organization paralyzed by boring meetings and calcified bureaucracy, coasting on past glories, missed out on Web 2.0 and yielded the field to Google, Facebook, and other upstarts.
Back cover blurb on ideal culture A brash young CEO banned useless meetings, brought down silo walls, imposed accountability and rattled the cages of bureaucrats to inject a sense of urgency. Yahoo! has remembered its heritage and is once again looking through the windshield instead of the rearview mirror.
Module #1: Engagement and a Culture of Ownership Module #2: Invisible Architecture™ Module #3: Foundation of Values Module #4: Superstructure of Culture Module #5: Interior of Attitude Module #6: Values-Based Leadership
Strategy #10 Subscribe to the weekly Culture Mechanic Advisory Service.
Key Success Factor #6 Start from where you are and be authentic – develop your ideal culture rather than trying to copy that of someone else.
Key Success Factor #7 Gain escape velocity and achieve critical mass as quickly as possible.
Key Success Factor #8 Plow through the inevitable resistance.
Key Success Factor #9 Move from a culture of optionality to a culture of ownership.
You cannot allow people to opt-out of your defined culture!
Key Success Factor #10 Engage a wider community. From an email I received yesterday “I’m not sure if you remember talking about the root beer floats, and someone in the room had made the joke about wanting root beer floats from their employer. Either way, members of the Converse County Bank ended up paying it forward and sending root beer floats to Solutions for Life (the ones who made the joke). Solutions for Life then paid it forward to the Douglas Police Department.”
You might personally be the ultimate beneficiary of a cultural transformation initiative…
“Leaders reported that working… to create a new culture was also personally transformative – a renewed awareness of their unique gifts of communication, understanding, curiosity, presence, heart or wisdom.” Barbara Kimball: “Cultural Transformation in Healthcare,” a report from The Robert Wood Johnson Foundation
“Building a culture of engagement within your organization is your way as a leader to leave an incredibly powerful legacy – one that will positively influence the lives of everyone you work with, now and into the future.” Paul Spiegelman and Britt Berrett: Patients Come Second: Leading Change by Changing the Way you Lead
Management is a job description… Leadership is a life decision.
To learn more about what Values Coach can do for your organization, contact Michelle Arduser: 319-624-3889 Michelle@valuescoachinc.com Michelle@valuescoachinc.com
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