Your Guide to Conducting a Baseline Culture Audit
Whether you have a healthy culture or are struggling with toxic behaviors — you must begin by surveying the culture to establish a clear starting point.
Whether you have a healthy culture or are struggling with toxic behaviors — you must begin by surveying the culture to establish a clear starting point.
Many organizations believe they’ve laid out clear culture expectations. Yet, if we were to point them to actual behaviors, we might uncover a different reality.
While the prospect of culture change may feel daunting at first, it’s not as scary, overwhelming, or impossible as you might fear. With the right framework and process, a culture transformation can be distilled into practical steps and behaviors that get people at all levels of the organization rowing in the same direction.
Checking the culture box isn’t enough. Culture has taken center stage and every CEO has taken notice. But creating an organizational culture that attracts talent, drives employee engagement, and informs business strategy is challenging for even the strongest leaders.
Leaders are looking to get the best out of individuals and teams, but to do so they must first get the best out of themselves.
The moment you survey a team to ask their opinion on cultural issues, you must be prepared to share authentic results and an action plan to create change. If you don’t, engagement and morale will be negatively affected.
CultureTalk Partner Reynaldo Naves and his associates at Olivia Global had a big assignment: transform the culture and create cultural consistency across multiple brands underneath Brazil’s largest fashion retailer in-step with operations integration and technological advancements. This was a successful company with a great reputation and wide reach. They had already found a winning formula, so it had to be asked “How do we move around the parts and pieces of this organization without breaking anything that works?” The intervention had to be deliberate and precise.
Culture can be measured. It can be grown. It can be sustained. Listen as culture development expert and certified CultureTalk Partner DJ Hurula and special guests Cynthia Forstmann and Theresa Agresta break down the Archetype survey system and examine each stage of a culture-related initiative.
Stories are the bridge through which we connect to one another. These individual stories are the building blocks of a larger story: the story of the organization. It is important that we tend to these stories.
Often we tackle the culture change conversation one layer at a time. But what if you need to move the needle across the board?
Some areas of workplace culture, such as company policies, supervision, workplace conditions, job security, and even salary, are just like brushing your teeth. If these aspects are not up to par, employees will be dissatisfied; however, improvement of these factors is not what creates a feeling of satisfaction with one’s job.
Many companies recognize the need to focus on their purpose, but don’t really understand what it means to be ‘purpose-led.’
What if something about your culture needs to change? How do you identify the needed change? And where do you begin?
Delve into the shadows of organizational behavior to understand why and how cultures become toxic and strategies to identify and shift unhealthy behavior.
New to the culture conversation? This week we get back to the basics answering the questions we get the most often– from ‘What is Culture?’ to the impact of leaders, and culture can be used to move strategies forward.
‘Culture’ isn’t the first intangible business needed to solve for! In this pre-recorded webinar, we offer a thought-provoking comparison to another ‘intangible’ that is bottom-line driven and foundational to success.
To drive meaningful conversations and measurable business results, you need a culture framework that gets below surface. Build a culture with substance and staying power.
We speak with professional marketing strategist Susan Radzyminski about M&A integration, brand strategy, and bringing teams together through culture strategy.
You see, when most successful clients got it—they got it. They understood who they were, how to communicate both internally and to the market, and they were able to use culture work for so many purposes. Culture was the thread that weaved through the success and ultimate impact of these clients.
Culture is the measurable, manageable, and executable shared set of human experiences that you can cultivate within your business, organization, or clients.
The behaviors of a group of people are what create the culture of an organization. It’s not what we say that creates a brand; it’s what we do.
Through the lens of Archetypes we examine how the strengths of a organization’s culture can also become it’s pitfalls.
The most successful organizations, small and large, are leveraging culture to create value and drive growth.
ESG is no longer a trend that can be ignored. If in the past organizations have had a ‘check-the-box’ mentality about social responsibility and organizational culture, the time to get real is here.
To help describe the importance of culture in engaging teams and clients, we’re turning to those who’ve said it best.
But the two leaders had very different strategies when it came to team development and being the face of the firm. The founder spoke strongly and with conviction; the team relied on him for structure and stability. The right hand’s supporting Everyperson and Innocent Archetypes tended to be more democratic and accommodating.