Final Step Always Missed in Defining Culture

How can you help your clients make sure they choose their culture so that their culture doesn’t choose them?

What does that mean? Some CEOs say they haven’t defined their culture. But that doesn’t mean one doesn’t exist. It does. You know they have a culture in the company whether it’s been defined or not.

Let’s clarify what is a culture in a business first:

Business culture refers to the set of behavioral and procedural norms that can be observed within a company — which includes its policies, procedures, ethics, values, employee behaviors and attitudes, goals, and code of conduct. It also makes up the “personality” of a company and defines the work environment (e.g., professional, casual, fast-paced).

Company values are the center of a company’s culture. While the mission, vision, and goal express the purpose of the organization, values serve as behavioral guidelines and shape the mindset of your employees, giving them a purpose.

Many times, culture is thought of by the words surrounding the values of the company.  That those mean words will be interpreted correctly and translated to the way the company operates and interacts with its clients. The #1 thing missing in defining intentional culture is the definition of the behaviors desired.

What does it look like as an employee interacting with another employee or even a customer around their values?

What does innovation look like if I am an employee?

What does honesty mean in everyday actions if that is a value of the organization?

Have your client take each value and write actions and behaviors that are common in the company that illustrate that value.

💡 A tip: When brainstorming company values, make sure they’re inclusive of all members of your organization. They should also be simple, easy to remember, concise and authentic. Your list of values doesn’t need to be lengthy but needs to cover the core of how everyone should behave at your company.

For example: if Collaboration is a value, you might define it this way:

We ask other departments for their input on all major decisions. We gather at least 3 opinions and insights before making decisions impacting our customers. We seek, listen, and value the input of others.

What is an easy way to help your client get the culture they want?

Ask their employees to list the behaviors that would support the company values. Then put them into practice and set measures to ensure they are lived.

Culture is more than words, it is action and should be visible in the day-to-day operations of the company.

Help your clients get intentional actions.