How to build a corporate culture (powerpoint)
Building a corporate culture
One of the challenges when you are a leader is how to build a corporate culture whether it is in your company, business unit or team – and then how to get your people to share that culture in their everyday actions and behaviours.
You may want to do so in order to promote harmony, connect your people to your customers or connect them to your strategy. You may have an idea that this can help you achieve your company’s financial objectives over the long term. You may also subscribe to the school of management thinkers including Tom Peters that ‘culture eats strategy for breakfast‘, and Jim Collins who found that the most successful companies from his research – those ‘Built to Last’ – built a ‘cult-like culture‘ to drive them forward.
If your goal is to align your people to a clear, definable corporate culture, then we would like to start with…
…How not to build a corporate culture!
Typically, companies will engage a firm of management consultants to define the core ingredients or ‘DNA’ of that culture, and then ask their marketing departments to communicate this in nice placards on walls and multimedia presentations.
All well and good. Only, as we have already seen here, the research shows that that just doesn’t work. Bombarding people with value statements does not help them necessarily understand those values, turn those values into action and finally live those values – the process of building a culture.
So what can we do if we want to build a corporate culture fast?
How to build corporate culture – fast
There is one thing you can do to achieve that buy-in, and that is to ensure your people are clear in their own values, then connect their own values to your organisational values.
In other words, you need to work not ‘top down’ but ‘bottom up’.
Doing so doesn’t need to take a long time. In fact, you can cascade the process in as little as 20 minutes at as time using our method.
The method concerned is from The Leadership Challenge Workshop and involves stakeholders first getting clear on their own values, before connecting these to the organisation’s values. We’ve attached a powerpoint slide to illustrate the second part of the process – have a look:
Building a corporate culture – powerpoint
How to use the powerpoint
Using the powerpoint makes adopting these behaviours easy. Here are the key steps:
1. Identify your own values using the Leadership Challenge Value Cards
2. Match your Values with the company values in the powerpoint (we have taken some of the values used by Merck).
3. Where on the scale are your values relative to the company values? Close / at the top? Or far away – at the bottom? Position your cards accordingly.
4. Get clear and talk the gaps through with a partner – what does each gap in terms of actions and behaviour? (This will give you your principles)
5. Lastly, how can you bridge those gaps?
The core of culture
‘What happens if a person have multiple value gaps?’ You may ask. As the research has shown, the gaps themselves don’t matter. What matters is the clarity that those gaps exist.
This is the core of culture: values clarity, not the values themselves.
We’ll be following up with how to achieve alignment in future posts, so make sure you stay tuned by subscribing below!
|Talent Technologies offers The Leadership Challenge in Thailand and South-East Asia. If you would like more details on the training programme, please follow the link below.|