If culture isn’t on your mind as a critical part of your organization’s success, you already have a problem. Great leaders own the responsibility for a healthy culture and drive the culture conversation with their leadership team.
You don’t have to go far to see the results of serious culture problem. If you’ve glanced at recent news, you’ve been inundated with stories from Uber, Wells Fargo, and other organizations suffering serous culture crises.Culture is the way work really gets done in your home, church, or workplace. Click To Tweet
Culture is the way work really gets done in your home, church, or workplace. It’s the way of thinking and the values lived out in behavior and work. One of my favorite quotes on culture has been attributed to the management guru Peter Drucker – “Culture eats strategy for breakfast.” Both matter and both have equal importance.
Here are 5 signs you may have a serious culture problem:
1. You dismiss culture as unimportant so you never discuss it.
2. You don’t make values and associated behaviors a part of your leadership communication.
3. You have organizational values but you don’t hold yourself or others accountable for the behaviors associated with them.
4. You have no feedback from your employee team that includes a view on culture and values.
5. You turn your back on ethical issues. All you care about is the win. How someone gets the win isn’t that important to you. Your scorecard only includes the win.The right culture creates an unstoppable, resilient employee team that perseveres an organization. Click To Tweet
People are loyal to culture. The right culture creates an unstoppable, resilient employee team that perseveres an organization through a crisis. Culture is your organization’s brand. It’s a company’s mission and values lived out throughout the organization in the everyday work and interaction of the people. Lead strategically, but lead out in building a healthy culture too. It will make the difference in your future success