When you understand your unique corporate culture you understand your unique brand. And that is the best competitive intel you’ll ever get.
Culture is a business issue, not merely an HR issue. The CEO and executive team should take responsibility for an organization’s culture, with HR supporting that responsibility through measurement, process, and infrastructure. Deloitte HCT report, 2016
WHAT IS CULTURE?
Culture, simply defined, is “the way things work around here”.
Culture experts, WorkXO, more broadly define it as,"The collection of words, actions, thoughts, and artifacts that clarify and reinforce what is truly valued in a organization."
And what is truly valued, is often not the values written on your wall in the mailroom. It's what's modeled and rewarded by your leaders.
EMPLOYEES KNOW YOUR CULTURE. DO YOU?
Whether you address culture or not, every company has one. One your employees are sharing to friends, customers and potential candidates on social media.
Leaders often learn, too late, the culture they believe they have is not the culture they actually have. Nor is it one that propels success or ____ with strategy.
Understanding your culture allows leaders to
HOW DOES CULTURE IMPACT STRATEGY?
So which comes first culture or strategy?
Culture and strategy are twin sisters. Both are unique in their own way, simultaneously effect the other, and are equally relevant in getting business results.
Yet, although leaders understand their tangible strategy, ____ percent of leaders have indicated understanding and implementing culture is still difficult.
"The culture of any organization is shaped the worst behavior the leader is willing to tolerate"
Bottom line, knowing your unique cultural identity is great for your business.
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When you know your true cultural identity, you have better chances of:
Your leaders modeling the right behaviors to achieve success.
Understanding your companies “true brand”; the brand your customers experience.
Attracting highly-engaged employees who will like “the way things work”at your company.
Mitigating regrettable turnover.
Understanding if the
unique behaviors within your organization are helping or hindering your strategic success.
Determining success or failure during times of change; including merger, acquisition, and growth initiatives .