Think of organizational or corporate culture as a self-perpetuating force. If you can create a healthy and robust organizational culture that yields positive business results, it will continue to fuel itself. Employees who take pride in their organization's achievements are likely to internalize a culture of success and work to maintain it.
So how do you set the company wheels in motion when it comes to creating a self-sustaining culture of success? There are three essential elements that need to be considered: authentic leadership, the employment experience and a focus on innovation.
1. Authentic leadership
Authentic leadership refers to leaders who are credible, accountable to their employees and who lead by example. Organizational culture is typically established at the top tiers of the organization by this group.
Your organization needs to decide early on what type of culture it wishes to create, and the values that go along with it, before your leadership team can enact positive change. Whether you are fostering an organization of collaboration, trust or transparency, you can outline specific behaviour beforehand that will serve to reinforce that culture.
2. A strong employment experience
The level of employee engagement within the organization is one of the best indicators of the strength of the employment experience.
So how do you set the company wheels in motion when it comes to creating a self-sustaining culture of success? There are three essential elements that need to be considered: authentic leadership, the employment experience and a focus on innovation.
1. Authentic leadership
Authentic leadership refers to leaders who are credible, accountable to their employees and who lead by example. Organizational culture is typically established at the top tiers of the organization by this group.
Your organization needs to decide early on what type of culture it wishes to create, and the values that go along with it, before your leadership team can enact positive change. Whether you are fostering an organization of collaboration, trust or transparency, you can outline specific behaviour beforehand that will serve to reinforce that culture.
2. A strong employment experience
The level of employee engagement within the organization is one of the best indicators of the strength of the employment experience.
Employee engagement can take many forms, from company-hosted social activities and events, to the sharing of corporate strategies and business direction. Over all, employee engagement speaks to the amount of discretionary effort employees are willing to invest in the organization.
3. Focus on innovation
Without new ideas and fresh perspectives, an organization can quickly stagnate. A culture that drives success is ultimately a culture that values innovation across all parts of the business. Innovation is not only about developing industry-leading products and solutions for customers, but encouraging the organization to become better, stronger and smarter in its internal operations.
Companies need to identify policies that are restrictive in nature and that impede the ability of employees to freely bring their ideas to the table. An important part of stimulating innovation is to undo the perception that failure is a bad thing. Creative thinking and problem solving are often the byproducts of our greatest mistakes. In teaching employees not to be afraid of failure, you are welcoming the kind of out-of-the box thinking that will move your organization forward.
A culture of success needs the buy-in of all employees. It requires steadfast commitment from leadership and consistency in the way values are communicated across the organization. If you are running into roadblocks, consider the alternative. Without the right culture, it becomes nearly impossible for leaders to lead, and for your organization to deliver on its business results.
3. Focus on innovation
Without new ideas and fresh perspectives, an organization can quickly stagnate. A culture that drives success is ultimately a culture that values innovation across all parts of the business. Innovation is not only about developing industry-leading products and solutions for customers, but encouraging the organization to become better, stronger and smarter in its internal operations.
Companies need to identify policies that are restrictive in nature and that impede the ability of employees to freely bring their ideas to the table. An important part of stimulating innovation is to undo the perception that failure is a bad thing. Creative thinking and problem solving are often the byproducts of our greatest mistakes. In teaching employees not to be afraid of failure, you are welcoming the kind of out-of-the box thinking that will move your organization forward.
A culture of success needs the buy-in of all employees. It requires steadfast commitment from leadership and consistency in the way values are communicated across the organization. If you are running into roadblocks, consider the alternative. Without the right culture, it becomes nearly impossible for leaders to lead, and for your organization to deliver on its business results.
Source Theglobeandmail.com
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