Businessolver’s Post

Developing a company culture that nurtures productivity takes a lot of work, but any company can succeed with a plan, effort, and empathy. Learn more about how to cultivate a thriving culture in our latest post! https://hubs.li/Q027y9sF0

Developing a company culture that nurtures productivity takes a lot of work, but any company can succeed with a plan, effort, and empathy. Learn more about how to cultivate a thriving culture in our latest post! https://hubs.li/Q027yq4G0

Developing a company culture that nurtures productivity takes a lot of work, but any company can succeed with a plan, effort, and empathy. Learn more about how to cultivate a thriving culture in our latest post! https://hubs.li/Q027yvhr0

Developing a company culture that nurtures productivity takes a lot of work, but any company can succeed with a plan, effort, and empathy. Learn more about how to cultivate a thriving culture in our latest post! https://hubs.li/Q027ytvQ0

There are three elements to a culture: behaviors, systems, and practices. https://lnkd.in/dHXxutCg

“Culture is often referred to as “the way things are done around here.” But to be useful, we need to get more specific than that. The best companies recognize that there are three elements to a culture: behaviors, systems, and practices, all guided by an overarching set of values. A great culture is what you get when all three of these are aligned, and line up with the organization’s espoused values. When gaps start to appear, that’s when you start to see problems — and see great employees leave. If your best employees are leaving, take a hard look at your company. Find those gaps, and fix them. That way, you won’t have to hear talented people say, “I know it’s a great culture, but I am leaving.”

“A common culture-building practice is the creation of value statements. But the real test is how leaders behave; how they enact these values, or don’t. People watch everything leaders do. If leaders are not exhibiting the behaviors that reflect the values, the values are meaningless. Employees also need clarity, but of a different kind. Every employee I have managed would give up their so-called perks for one thing: clear expectations. Clarifying expected behaviors for employees holds leaders accountable as well. When expected behaviors are clear, we can focus our time on practicing those behaviors rather than spending our time on trying to identify them. Accountability becomes easier to measure and success easier to attain.”

This is article makes some great points. I think there is a 4th element of continuous analysis. Behaviors, systems and practices are constantly evolving with a company and it's people. From a hiring perspective, looking for "behaviors that are cultural complements" really resonated with me. I often talk about core value alignment and this idea of exploring how a person adds to the culture rather then just fits in with the culture really expands on that.

Good company cultures are built with intention. From the article:" If the time is spent (1) really understanding the behaviors expected throughout the organization; (2) identifying the systems and processes that will continue to help those behaviors be expressed and sustained; and (3) shaping practices that help employees and the organization become better, then you can close your culture gaps." #culture #culturechange #culturetransformation

Brilliantly insightful article into culture and 3 key elements that underpin it within organisations. Particularly useful to think about the gaps - behaviours, systems and practices - and their impact on culture.