Do you know your organisation’s culture?
When most business leaders are asked this question, they will declare with confidence that yes, they know it intimately. But when invited to share, responses from leaders within the same organisation are often different & nondescript.
You feel it.
You know it with certainty.
But can you explain it?
Differing (and sometimes meaningless!) explanations of culture are often the consequence of different interpretations. This makes it very difficult to induct & onboard new people but can also result in misaligned subcultures.
Culture Alignment
To help define your culture & overcome the issue of misalignment, we have developed a 5 level structure with accompanying embedded strategies:
1. Purpose:
Why do you exist? {the reason why}
2. Commitment:
What is the single most important thing you must be aligned on to ensure the purpose can be achieved? {the thing you’re doing}
3. Priorities:
What is the imperative for each for each of your strategic pillars (drawn from the Balanced Scorecard)?
4. Foundations:
What has made you famous? What is your legacy? What makes your organisation what it is?
5. Values:
What is expected of behaviour internally and with external stakeholders?
Working to a common structure will enable leaders to present a unified and aligned definition of organisational culture, leaving less room for differing interpretations and the challenges that can arise from them.
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