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Core Culture--the essence of organizational culture
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Core Culture--the essence of organizational culture

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Successful leaders know the power of core culture. These leaders unite employees around a small, compelling set of principles and values that generate business success. The central three Ps of an …

Successful leaders know the power of core culture. These leaders unite employees around a small, compelling set of principles and values that generate business success. The central three Ps of an organization--Purpose, Philosophy, and Priorities--are the Core Culture. These core principles and values form the foundation for why the organization is in business and the framework for how employees do their work. Think of Core Culture as your hidden asset because through culture, you can create a community of workers who understand the uniqueness of their work and the valued contributions that they make.

Published in Business , Spiritual
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  • 1. Core Culture by Sheila L. Margolis, PhD © 2013 by Sheila L. Margolis
  • 2. In successful companies, employees understand the values that are core to their culture. © 2013 by Sheila L. Margolis
  • 3. To understand culture, you must look inside your organization. © 2013 by Sheila L. Margolis
  • 4. Core Culture is the essence of your culture. © 2013 by Sheila L. Margolis
  • 5. Core Culture is the foundation for why you’re in business and the framework for how you distinctively and strategically do your work. © 2013 by Sheila L. Margolis
  • 6. Core Culture consists of the vital Purpose, distinctive and enduring Philosophy, and strategic and universal Priorities. © 2013 by Sheila L. Margolis
  • 7. Core Culture is the heart and soul of your organization. © 2013 by Sheila L. Margolis
  • 8. Purpose is the “why” of the organization.
  • 9. Why does your organization exist? Why is the work you do important? © 2013 by Sheila L. Margolis
  • 10. Businesses exist to make a profit. They also exist to make a difference. © 2013 by Sheila L. Margolis
  • 11. Your work is more than a job; it’s a cause that’s making a difference in people’s lives. © 2013 by Sheila L. Margolis
  • 12. A Purpose statement is brief in length and broad in scope. © 2013 by Sheila L. Margolis
  • 13. The Purpose should inspire. © 2013 by Sheila L. Margolis
  • 14. A broadly-stated Purpose expands your perspective. It opens you to endless possibilities. © 2013 by Sheila L. Margolis
  • 15. When employees share the Purpose, there is a collective spirit that propels the organization to greater performance and heightened success. © 2013 by Sheila L. Margolis
  • 16. Philosophy is the distinctive and enduring “how” of the organization. © 2013 by Sheila L. Margolis
  • 17. “How” you do your work matters! © 2013 by Sheila L. Margolis
  • 18. Philosophy is a small set of values or guiding principles that are fundamental, distinguishing, and enduring to the organization. © 2013 by Sheila L. Margolis
  • 19. In successful organizations, employees consistently use the Philosophy to guide their decisions and daily actions. © 2013 by Sheila L. Margolis
  • 20. The Philosophy is distinctive: it’s how insiders view the organization as being different, especially from its competitors. © 2013 by Sheila L. Margolis
  • 21. The Philosophy is like the personality or character of the organization. © 2013 by Sheila L. Margolis
  • 22. The Philosophy is enduring: it provides continuity in character. It has distinguished the organization over the years. © 2013 by Sheila L. Margolis
  • 23. The Philosophy is typically derived from the founder or the principles and ideals that were part of the organization’s creation. © 2013 by Sheila L. Margolis
  • 24. If the Philosophy changed, it would feel like a different organization. © 2013 by Sheila L. Margolis
  • 25. Most often the change an organization needs is to be better at practicing its Philosophy. © 2013 by Sheila L. Margolis
  • 26. Together, the Purpose and the Philosophy constitute Organizational Identity. © 2013 by Sheila L. Margolis
  • 27. Priorities further guide “how” you work.
  • 28. Priorities can be strategic or universal. © 2013 by Sheila L. Margolis
  • 29. Strategic Priorities are additional principles or values that enable the organization to achieve its goals. © 2013 by Sheila L. Margolis
  • 30. You must know the organization’s strategy to define the strategic Priorities. © 2013 by Sheila L. Margolis
  • 31. Making changes in strategic Priorities is a way to shape culture and drive change. © 2013 by Sheila L. Margolis
  • 32. Universal Priorities are values that promote an engaged workforce. © 2013 by Sheila L. Margolis
  • 33. Universal Priorities contribute to an enriching, motivating workplace that stimulates exceptional efforts and heightened loyalty. © 2013 by Sheila L. Margolis
  • 34. Universal Priorities consist of the six values: Fit, Trust, Caring, Communication, Achievement, and Ownership. © 2013 by Sheila L. Margolis
  • 35. Core Culture is your organization’s hidden asset. © 2013 by Sheila L. Margolis
  • 36. Understand your organization’s Core Culture and build your culture of distinction.
  • 37. www.SheilaMargolis.com