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Culture... if you have a fun committee you're doing it wrong.

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We’ve all done it: the fun committees, the table tents, the posters… but when it comes down to it, we know that’s not how we really get the organizational culture we want—or the business performance we need. Instead, we need to change the things that really matter, like how our people work together to achieve business impact. But how does one do that best?

Let's take a look at the decisions, processes, and policies (big and small) that actually work to evolve your org culture.

Published in: Leadership & Management
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Culture... if you have a fun committee you're doing it wrong.

  1. 1. well,it may take a little coaching on transformational change leadership. IF YOU HAVE A FUN COMMITTEE, YOU’RE DOING IT WRONG. And other tips for actually evolving your culture. *VUCA: Volatile, Uncertain, Complex, Ambiguous Upscaling the organization for the VUCA* world.
  2. 2. © 2017 PeopleFirm LLC All Rights Reserved We’ve all done it: the fun committees, the table tents, the posters…
  3. 3. © 2017 PeopleFirm LLC All Rights Reserved But as you might have noticed, they haven’t done much to get us the culture (or business performance) we want.
  4. 4. © 2017 PeopleFirm LLC All Rights Reserved Why? Because on their own, those sort of things don’t work. They simply aren’t how you evolve culture.
  5. 5. © 2017 PeopleFirm LLC All Rights Reserved You evolve your culture by changing the things that really matter.
  6. 6. © 2017 PeopleFirm LLC All Rights Reserved Things like how you work together to achieve business impact. To shape culture, you must evolve the fundamental behaviors and everyday experiences that touch your people.
  7. 7. © 2017 PeopleFirm LLC All Rights Reserved This means thinking about how every decision, process, & policy (big and small) will support the culture you want.
  8. 8. © 2017 PeopleFirm LLC All Rights Reserved If you don’t, your people will have a healthy level of skepticism when you “talk culture.” If the gap between WHAT YOU SAY AND WHAT YOU DO is wide, skepticism and confusion will increase. You’ll see it in YOUR EMPLOYEE ENGAGEMENT AND RETENTION NUMBERS.
  9. 9. © 2017 PeopleFirm LLC All Rights Reserved Let’s look at what all this means in real life.
  10. 10. © 2017 PeopleFirm LLC All Rights Reserved Leadership retreats alone won’t cut it Won’t make it real Will make it real Real actions taken to align to stated values…including changes to leadership when necessary Leadership talking about change without changing themselves Leadership measured on achieving business results Assuming current leaders know how to shape and reinforce the culture you desire  One-and-done email communications or town halls  Leadership measured on both the WHAT and the HOW of achieving business results  Leadership development and coaching that is specific to the desired culture  Ongoing leadership discussions on culture across the organization © 2017 PeopleFirm LLC All Rights Reserved
  11. 11. © 2017 PeopleFirm LLC All Rights Reserved Values posters never get the work done. Not so much Sure will! Priority given to culture in strategy and investment decisions Talk about culture, yet make no real investment in it  Forced accountability through increased bureaucracy  Thinking open floor plans alone will foster collaboration and innovation  Laser focus on executing projects on time and on budget alone Elimination of “Thou Shall Not” policies and a demonstrated show of trust at all levels Real creative work opportunities supported by safe environments and management support  Inclusion of team building and group learning as part of project execution © 2017 PeopleFirm LLC All Rights Reserved
  12. 12. © 2017 PeopleFirm LLC All Rights Reserved Just talking about it won’t get your people on board. Assessment of both cultural fit and contribution to organizational diversity while hiring Goal setting for individuals and groups focused on both the what and the how of results Nope. Yes! Onboarding and planned socialization experiences for new hires and transfers Reliance on employee handbooks and “word of mouth” norms alone  Hiring and staffing for purely “technical” capabilities Purely results- or budget- oriented goals set for individuals and groups  One-size-fits-all set of behavior expectations for everyone Assessment of both cultural fit and contribution to organizational diversity when hiring  Goal setting for individuals and groups focused on both the WHAT and the HOW of results  Clear articulation of expected behaviors for each job role, with performance measures to match © 2017 PeopleFirm LLC All Rights Reserved
  13. 13. © 2017 PeopleFirm LLC All Rights Reserved In short: To truly evolve culture, you have to take real action and make the hard choices.
  14. 14. © 2017 PeopleFirm LLC All Rights Reserved 1) We’ve all done a lot of pretty useless things to try and evolve our cultures. 2) But good culture doesn’t come from just doing things. It comes from including culture in the things you already do or plan to do. 3) Culture has to be taken into account with every business decision. If not, your people won’t believe you really mean it. (Because you don’t really mean it) 4) To evolve your culture, focus on how culture is influenced by how you: Lead and develop managers Prioritize and execute the work Hire, onboard, and manage your people 5) Like what you’ve read? Share it! (See that arrow in the left corner?) Got it? Let’s review: Your people will thank you.
  15. 15. © 2017 PeopleFirm LLC All Rights Reserved your people = your success. © 2017 PeopleFirm LLC All Rights Reserved | www.peoplefirm.com need help putting these culture ideas into action? let’s talk PeopleFirm is a consulting firm dedicated to achieving that ultimate win-win: inspired people driving inspiring performance. We focus on effective tools, measurable, outcomes, real results, and getting your people out of their seats and engaged in your company’s growth. info@peoplefirm.com (206) 462-6462

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