Wingo and Associates, LLC
Effective Team Solutions
Coaching for Leaders
Battle Creek, MI U.S.A.
CULTURE
"Culture eats strategy for breakfast." -- Peter Drucker, Renowned American Business Consultant and Author
Nobody is saying strategy isn't important, but Organizational Culture is frequently under-valued and even ignored. Compare it to any integral part of your business and you will find it can have the biggest and most positive impact on your organization's results.
You can see from the list to your right, having a great Company Culture makes a huge difference in countless areas of your business. Can you look at any of these areas and say, "We're completely good at that; no need for improvement there!"? If you can, is it just your opinion, or have you gained that knowledge from a recent and thorough, anonymous employee survey?
If that is the case, congratulations! You are one of the few organizations whose employees celebrate and thrive on your organization's culture. That means you are seeing great growth not only in bottom-line profits but in employee development and everyone is enjoying a wonderful working environment.
On the other hand, if you know there is room for improvement in your organization's culture, there are some important steps to take.
The first thing you need to do is make an appointment for a free Needs Assessment with us. We will get to know you and a sampling of your employees in order to determine and work with you on next steps.
We will review with you your Company Mission and Vision. If these don't exist, we will help you create them. We will ask questions, such as: Is there a set of Guiding Principles or Values that all employees are expected to live by at work? Are they just words on paper or are they alive? Are they understandable? Realistic? Relatable? Aare they reinforced with your Performance Management Process? Because no company or person is perfect, it is important to have some of your values or principles be aspirational. That is actually expected; but not having a plan to reach those aspirations, is not just a lost opportunity but will lead to lost revenue as well.
For example, the intention may be to have an innovation pipeline. What you currently have is not really providing the company with enough real innovation to attract more sales without cannibalizing sales from your other products. One of your Values or Guiding Principles might be "We are an innovation company." When perhaps currently it should be "We strive for original, ground-breaking innovation in our processes and products." This should include specific guiding behaviors for each Value so employees know exactly how to live them.
We can help you develop any of the above and then create training and processes to embed them internally so you will see sustainable improvements in your environment and your business results.
Remember, it's your people that get you your results. People who are happy, fulfilled and valued at work will be more productive, leading to more successes; theirs, yours and the organization's!
