Corporate Culture

/Corporate Culture

Revealed: Why culture transformations fail

There’s little doubt that workplace culture has become an increasingly important aspect of leadership within organisations. Culture is talked about a great deal and actions are taken in an attempt to make improvements to cultures. Why? Because culture impacts performance at an individual and organisational level.

Sadly however, most efforts to improve cultures fail.

Let’s get this clear here however. The fact that change initiatives fail to gain traction is usually NOT because leaders have bad intentions.

The BIG problem with developing leaders

An article from our Cultural Intelligence newsletter…

We were in a private conversation with a couple of senior executives after having worked with the organisation’s leaders over a full day.

One of the senior execs reflected on how delighted he was with regard to the processes and outcomes from day. He then went on to bemoan the large investment in leadership training that had been implemented by the organisation for little or no return.

Why people don’t show initiative

In March 1964, a woman named Kitty Genovese was stabbed in front of her New York apartment. As it transpired, around 40 people either heard her screams, or watched the brutal event from their apartment window. Police first learned about the attack 35 minutes after it had begun.

The public were outraged not only by yet another murder in the city, but by the facts that it took so long for the police to be notified, and that no one had the courage to try to intervene.

Does Your Workplace Have UGRs?

Want to understand your culture? Understand the UGRs…

Most of us have been to a meeting where, upon conclusion, the real meetings begin. Typically, people reconvene in smaller groups to canvass a range of issues that can include displeasure at a decision that has been made, lamenting the attitudes of one or more people who were at the meeting, or planning a strategy to work around a particular outcome.

It’s often the case that those most vocal after the meeting are least likely to have spoken up during the meeting.

Values Are NOT Enough To Improve Workplace Culture

Values statements can do harm!

Increasingly, HR professionals are being urged to play a strategic role in pushing Values as the key mechanism to create a positive, productive culture.

This is occurring during times when there has never been such a wide range of pressures placed on the HR function. Performance management, employee engagement, talent management, training and development, organisational development, OHS& EHS, attraction, retention and innovation are some, but not all of the responsibilities being pushed the way of HR.

How UGRs Make or Break Corporate & Workplace Culture

To change the culture – change the UGRs

Our recent research sought responses to this question:

If the culture of your workplace was to become as good as it realistically could, how much improvement would there be on people’s performance/productivity?

Of senior leaders who responded, 91% felt performance would improve by 20% of more. Of the middle managers who responded, 58% felt performance would improve by 50% or more. These results,