Leadership Briefs

SEVEN STEPS TO
BUILDING CULTURE

1. DECLARE IT. Announce the eight core elements (listed above) to describe the foundation and framing of your organization’s culture. Cast vision as to why these elements distinctively shape the working environment you are committed to creating.
2. DEFINE IT. Explain each item in detail. Connect the dots of how the eight elements of culture align to company resources. The greater the clarity in definition, the less confusion in understanding and application.
3. MODEL IT. Apply these ideas to every aspect of your leadership. The consistency of attitudes, words, and actions reflect your personal commitment to this culture.
4. DEFEND IT. Provide opportunity to discuss, question, and challenge this approach to shaping culture. At the end of each encounter, reiterate your vision and the reasons to either adjust or stay the course with every employee to increase their engagement, alignment, and productivity.
5. ExPECT IT. Include the vision of your culture as part of the onboarding process for new team members at every level of employment. Continue to tell the culture story to communicate how and why it is at the heart of your corporate identity.
6. MEAsURE IT. Culture is evidenced in specific and measurable behaviors. People consistently perform according to what is measured.
7. REWARD IT. Include the core ideas of culture as a central part of goal setting and performance reviews. Culture engagement parallels role competence in identifying emerging high-potential leaders. Recognize those who are exemplary in both areas. 

   LEADERSHIP DEBRIEF

   Organizational culture is built on the foundation of vision, mission, values, and leadership. The company adds strategy, structure, staffing, and systems to that foundation.