Work Culture Maintenance & Renewal
A company’s work culture is a living, evolving entity. At least, it should be if you want to effectively meet the many challenges that your organization will no doubt face, regardless of your industry or business model or geography.
Change Intelligent leaders know they need to remain agile and continually adapt to stay relevant and prosper. As we learned from Jim Collins and his team in How the Might Fall: And Why Some Companies Don’t Give In, companies that succeed into the future – while their peers which are highly successful in the short-term fail – is the combination of:
• Constancy of purpose – focus on vision, mission, and values, and
• Flexibility of process – evolving technologies, tactics, and techniques
Indeed, when I revisited I/N Tek and I/N Kote after two decades, the vision, mission, and values statements we drafted in the early ‘90s were still posted on the wall, in the office areas, operations pulpits, and maintenance rooms, throughout the mill – constancy of purpose. And, now there were employees who were children of the founding team members, upgraded technologies, and new business practices – flexibility of process.
As a leader, do you pay attention to your organization’s work culture? Work culture can seem an amorphous concept, beyond our intentional control. And yet, while not completely in our control, we can have a positive influence on our company culture, regardless of our position, tenure, or age.
Here are some questions to ask yourself, as a leader committed to helping your organization be nimble, agile, and Change Intelligent into the future:
• Does your organization have a vision, mission, or values statement? If so, when is the last time you looked at it? Mentioned it to your team? Used it to guide decision-making and behaviors?
• Do you periodically take a pulse of your culture? What is the level of engagement? Teamwork up, down, and across the organization? Commitment to strategic goals and objectives?
• In what areas can we do better – where does our lofty rhetoric not match the reality of what it’s like to work in our company on a day-to-day basis? On what topics would we benefit from engaging in tough conversations to get ourselves back on track, and in line with our espoused beliefs?
Change Intelligent leaders look to the past to honor collective history, look to the future to progress toward new horizons, and foster collaborative cultures to empower people to partner on the journey together.