On the Organizational Culture Path
Organizational culture is about human interactions and the organization artefacts that result from those interactions.
Consider the following ideas:
A fish does not know its swimming in water until it is removed from the water … people are not fully in-tuned with their organizational culture until they take a concerted look at it while involved or reflect on the culture after leaving.
Explaining air to a child is often like explaining organizational culture to an employee. It can be done, takes a little effort!
Broaden Your Perspective about Organizational Culture
To sustain an organizational Culture of Choice is one of the essential outcome messages of 21st century organizations. Culture of choice examples are Culture of Client First, Culture of Safety First, Culture of Energy Efficiency, etc.
This outcome message implies organizational development staff and manager-leaders must work with corporate culture and workflow competency as the critical links to guide employee engagement and especially their alignment for the culture of <choice>.
From Another Perspective
For employees to be involved they must think, feel and act like contributing authors to the ‘organizational culture story’ as told through mission, vision, values, goals, etc. In other words, they must know about organization culture and the type of organization culture in which they work.
In turn, they must demonstrate their commitment to the culture story/stories through their learning and action. They must know about the key concepts and practices within the organizational culture story and the list of competencies critical to their job performance in light of stated organization requirements.
Therefore to achieve sustainable success everyone involved in the organization must be attentive to operate in a ‘Culture of Choice’ within the organization and among its organizational clients every day.
Important to establish and sustain an organizational culture everyone must:
- value organization culture and its effect on their work
- realize their personal commitments given clear accountability and responsibility assignment
- ensure competency fulfillment according to identified performance criteria including compliance standards
- acknowledge how their personal performance connects with organization productivity
- request reward and recognition appropriate to their learning-for-action
- inspire themselves to share their learning and action
- maintain significant contributions everyday
- balance all aspects of their lives including work
- work through agreed upon systems that allow formal (vertical) and informal (horizontal) relationships to flourish
- realize the value proposition “help them help you” – continually alert to the definition of ‘them and you’ in all decisions and work effort
- exercise patience, discretion and flexibility in working every day
How can WELLth Help YOU Assess and Guide Your Organizational Culture to Improve Individual Performance and Group Productivity?
We use our TRIIPS assessment tool and process …Learn more
The following TRIIPS-related video is a testimonial provided by a recent client – produced by them!
Further Insights
What is Organizational Culture? …learn more
How can I Identify Our Organizational Culture? …learn more
What is Organizational Cultural Transition? …lean more
Read the book Creating the Well-Living Workplace – right side of this page, click the picture +==>
Photography: Ambrose Samulski
