People and Culture Change

So, what is culture?

Simply stated, organizational culture is “the way things are done around here” (Deal & Kennedy, 2000). It is the infrastructure, the glue that binds together people and processes to generate results and improve performance. The culture should become the major force that propels the organisation onward.

Also known as organizational culture, it includes an organization’s expectations, experiences, philosophy, as well as the values that guide member behaviour. Culture is based on corporate values, shared attitudes, beliefs, customs, and written and unwritten rules that have been developed and applied.

All organisation cultures are unique and the most difficult element to measure, but which has the greatest impact on an organisation, is the area of employee behaviours.  Your organisational culture directly influences these.

How often have you heard the phrase ‘the culture has to change’? Or have you heard yourself saying this?  Strangely, some of the leaders I have worked with over the years, think a ‘system’ change will bring about culture change.  Not so!  Real and lasting culture change begins by dealing with your people.  What is your People Policy; do your people know and understand this and what it means for them; do they know what your corporate values are and do they embody them in their daily work?  When you think People do you only think about your employees?  Your customers are people too and their needs and behaviours need to be aligned into your people policy.  What are their expectations and what do they think of your employee behaviours?  Your employees are your organisation where your customers are concerned. Central to success for any organisation is focusing on building and shaping a resilient culture where engagement strategies and continuous improvement are the tools to deliver superior performance.

When consulting on people and culture change, I spend time diagnosing my client’s current organisational culture and assess how and where it may be failing their business. I then collaborate with them to shape, create, and if required, implement a new end-to-end business culture that clearly meets the business plan and vision for the future.

Just email or call me and we can discuss.

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