Pinpoint the highest-leverage issues that will create your preferred future culture.
Optimize ROI of culture improvement initiatives.
Enable leadership behavior that achieves business objectives
& creates high-performance work places
The pathway to team effectiveness starts
Discover the casual and ancillary factors that management can act upon to promote a dynamic culture, one characterized by inspiration, purpose, collaboration and performance.
According to Deloitte's 2015 Global Human Capital Trends survey, organizational culture issues are now the no. 1 challenge companies face around the world. Culture formation and development is difficult to manage effectively because it doesn't lend itself to "templated" approaches. The survey found that more than half of respondents say their organizations have either a poor program or no program to measure and improve culture and engagement. In working with hundreds of companies to create high performance cultures, we've found these mistakes to be the most common in their efforts to create a high performance culture.
Mistake #1 - Being too "philosophical"
Many times executives aren't clear what they mean by "culture" or, more importantly, what culture they are trying to create and they get stuck in philosophical debates without any forward movement. Research has revealed conclusively the cultural characteristics that correlate with organizational success , including financial results, and these behavioral characteristics can be rigorously measured. Research also shows that a company's stated values only impact performance when they are expressed through specific behaviors. It is important to be philosophically aligned, but in the end the question is "what behaviors define the culture we need to execute our strategy?"
Mistake #2 - Launching culture change initiatives without data
Nearly everything affects culture, so there are a huge number of potentially useful actions organizations can take to shape and improve it. But not everything equally moves the needle. Without real data, organizations are spending time and resources with no guarantee of any real return . Culture is an intangible asset of enormous value. Executives would never settle for such lack of rigor in measuring and managing their other critical assets.
Mistake #3 - Spreading themselves too thin
A lack of real measures means many initiatives seem like good ideas. So instead of picking the top 3 or 4 things that will move the culture toward the strategically defined culture of the future, organizations do "a little of a lot of things" thus diluting their results and squandering the opportunity to make significant, fast and measurable progress.
LeadFirst regularly helps organizations address these and other culture development issues. Whether your organization is new to strategic culture management or has been measuring culture for years, let us help you track and/or improve the ROI of your culture development efforts.