A leader's number one responsibility is to be the guardian of workplace culture. They do this by coaching for what is considered acceptable, tolerated, celebrated or avoided. But how can you guard (or create) something that isn't clearly articulated or deeply understood?
It might be worth reflecting on whether your Senior Leadership Team has done enough to clearly codify the organisational culture your business needs. If they have, are you confident that every People Leader understands and shares a commitment your Culture Code? The only way to accurately answer that question, is to measure the results of their efforts. In leveraging organisational culture, the trick is to have focussed intent (KPIs) and understand the dynamics of the interdependencies and interactions that create culture (competence), that is, a strategy. The approach described below might be a helpful start... 1. Gather data using questionnaires and focus groups; interpret the data and present recommendations 2. Identify the opportunities to strengthen your culture; determine the drivers for culture change; establish base line data; describe your culture ideal/s; prioritise actions 3. Align your Leadership Culture Deck with your purpose 4. Secure the understanding and commitment of your Leadership Group 5. Adapt your existing Leadership Playbook to align with the Leadership Culture Deck 6. Workshop the Playbook to embed good culture practice; identify the individual development needs within your Leadership Group; and set standards of performance and for accountability 7. Publish the Playbook 8. Track, Analyze and Tweak 9. Repeat Steps 5 - 8 to include your Middle Managers and People Leaders Definitions: A Culture Deck provides the reference points (the code) for you and your people to better appreciate the business culture you’re all working towards. A Leadership Playbook describes: the standard procedures to be used; principles for decision-making in areas of discretion; and articulates the standards of behaviour and competencies needed for effective cultural leadership.
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