As a subscriber of Energage Company’s retention and performance management tools, Lisa Sordilla recently wrote about what ways to ‘find and retain’ top talent for both large and small organizations. In Part 1, we talked about Accidental Cultures and Intentional Cultures. Part 2 ( today) In Intentional Cultures, here is what you must do (4 things: Align / Connect / Coach / Perform) and specifically how to do it (culture drivers).
Imperatives: What you must do
- Align: Everyone has confidence in where the organization is headed and how it will get there.
- Connect: There’s a sense of “we’re in this together.” Employees feel heard and appreciated.
- Coach: The 1:1 manager/employee relationship and the intersection of skills, interests, and company goals.
- Perform: The organization gets work done efficiently and is open to new ideas.
Culture drivers: How you should do it
While the imperatives are the same across all organizations, culture drivers – or the “how” – differ from one organization to the next. That’s why it’s important to know where the company excels, where attention is needed, and which of the 15 drivers are most critical to the success of your organization.
Align culture drivers:
- The organization operates by strong Values.
Big Idea / Hint from Alysia:
Values Chart / In & Out Behaviors Exercise
When working with an intact team, I ask the team to list their top 3-6 Values (words; we placed these words in a left handed column). Then I ask the group to give me a definition for each Value Word in the form of an ‘In Behavior’— what the word means to them, in a phrase. Next I ask them what the Value Word is not or an ‘Out Behavior’ – what the word does not mean to them, in a phrase. This process is much more meaningful than just Value words on a wall in the company’s lobby; it has some meat that the intact team can review over and over ( we place our work from this exercise in a large grid, that then can be placed in their team’s work area, to refer to as needed).
- Employees are clear about the future Direction of the organization.
- Meetings are efficient and help get work done.
- There is strong Interdepartmental Cooperation.
Connect culture drivers:
- Clued-in Leaders know what is really happening in the organization.
Big Idea / Hint from Alysia: Have execs and senior leaders relook at your organization’s Vision, Mission, Values every year:
Vision statement should always stay the same, and be a catchy phrase everyone in the company can recite easily and could last 100 years!
Mission statement should be revised every 18 months, to reflect the change in the business going forward (new business direction you are currently looking to pursue)
Values (SeeValue Chart / In & Out Behaviors exercise above)
- Employees feel Appreciated.
Big Idea / Hint from Alysia: ‘Crazy Cycle’ Workshop and communication method. This workshop presents to participants three words mangers using these words to show ‘personal care’ to their employees; and that individuals should use in communicating with their managers to show ‘respect’ to their employer. The words are Delivery, Demonstrate, Deposit.
- Employees find Meaningfulness in their work and believe it contributes to a greater cause.
- Clued-in Employees are well informed about important decisions.
Coach culture drivers:
- Managers care about team member Concerns.
- Career growth and individual Development is supported.
Big Idea / Hint from Alysia: Turning Leaders Into Coaches – learn Coaching Techniques to accelerate productivity; to engage Multi – Generations through coaching and training; general communication to pass on your knowledge; internal career development of your staff members; and to Move from Managing / Leading to Coaching.
- Managers are Helpful in supporting the work of team members.
- Employees believe managers are doing all they can to support their full Potential.
Perform culture drivers:
- Everyone is Open-minded about considering new ways of doing things.
- New ideas spark Innovation and an environment of continuous improvement.
Big Idea / Hint from Alysia: To help individuals in your organization be ready for sparking innovated ideas, require leader / managers to come up with ways to teach / mentor the younger generations on the processes they have used; to ‘pass their knowledge’ down to the other generations. Then have teams take these ‘core processes’ and come up with new ways / innovations to improve and even replace past thinking.
Execution ensures things are done efficiently and well.
Next week – Part 3 How to Improve Your Game as a Coach.