Sabotaging Your Culture (#58)
Few organizations possess a superb culture. Back in August, I discussed superb culture ( https://www.thefivecoatconsultinggroup.com/the-coronavirus-crisis/superb-culture ) and how it was one of the building blocks of any exceptional organization. For those that missed the post, culture is defined as the beliefs, values, and behaviors that determine how an organization’s people interact and behave both inside and outside the organization. In my opinion, a superb organizational culture is built upon three concepts — purpose; values and behaviors; and having a safe, connected, and engaged environment. To recap:
Purpose — the why for your company or your organization (there are some great purpose statements here if you are working on yours — https://www.thefivecoatconsultinggroup.com/the-coronavirus-crisis/purpose-vision-mission )
Values and Behaviors — the principles or behaviors that drive the organization.
Safe, connected, and engaged environment — an environment where the group is engaged, each individual talks and listens, members talk directly to each other, and it is safe to provide feedback.
What is sabotaging your efforts to build a superb culture?
Here are the top five things that can sabotage your best efforts to build a superb culture in your organization:
Failure to Inculcate the Values — Everyone needs to fully understand and model the organization’s values and priorities. Putting a plaque on the wall isn’t enough.
Mixed Messages — When leaders say one thing, yet reward and recognize another, you wind up with confused employees and a dysfunctional culture. All levels of the organization need to align culturally. Organizations with superb cultures spend time talking about the culture and hold people at all levels accountable for not living up to the values and behaviors.
Lack of Clarity — When an organization’s focus and priorities are unclear, employees will begin to form their own set of beliefs about what is important, which leads to behaviors and decisions that aren’t synchronized with those desired by leaders. Clearly define your values and behavior and then communicate, communicate, and communicate them to the team.
Token attempts at building a safe, connected, and engaged environment — Engaged employees who see discussion, listening, feedback, and everyone’s ideas valued help to build the foundation of a strong culture. Leaders who don’t take feedback well or don’t listen hinder the growth of a superb culture. Using the After Action Review is one way to build the safe, connected, and engaged environment where everyone’s voice is heard and steps are taken to fix problems — https://www.thefivecoatconsultinggroup.com/the-coronavirus-crisis/after-action-review-2
Talent Churn or Rapid Expansion — Turnover can be a culture killer. If your team is churning or growing, additional time must be spent on inculcating the culture into the organization or what you thought was your culture will become something else.
What is holding your organization back from developing a superb culture? Make sure the five things that can sabotage your culture aren’t lurking around your office.