Successful organizational cultures are ones in which people generally feel a sense of shared purpose, are motivated and excited about the work, AND that support achievement of the organization’s objectives, goals, and long-term vision.

Every organizational culture is different, and successful cultures can be based on slightly different elements, but the same basic foundational pieces are at play in all successful cultures:

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• These organizations hire, develop, and retain great people. They put effort into finding folks with diverse backgrounds and experiences, who enhance (rather than “fit” with) the culture and who have the basic skills necessary for the job—OR who have potential and can be developed. The best cultures are those that nurture growth and development at all levels, work proactively to bring in new voices and perspectives, and create a strong sense of belonging for all team members.
• These organizations make the work meaningful. In other words, they ensure that each and every employee—from the chief executive to the person who refills the copier toner—feels a sense of shared purpose in their work, and can identify how the work that they do connects to the larger vision.
• These organizations empower their employees. Supervisors work with their team members to set a vision for excellence, they clarify expectations, and then they trust their employees to get the work done in the way that they see fit. (Supervisors also serve as a resource, support mechanism, and obstacle clearer, as necessary.)
• These organizations establish, model, and enforce values and norms. Organizations with successful cultures are explicit about the values and working norms that underlie the work, and leaders model the way. The core values are not just “WOW”—Words On the Wall; rather leaders walk the talk and aren’t afraid to call people out (including themselves) when a norm is violated.
• These organizations celebrate wins. Especially in fast-paced and dynamic environments, it’s easy to coast through wins and move onto the next big project, but organizations with successful cultures take a moment to pause and celebrate. Doing so builds motivation for team members and provides feedback about what people should keep doing.
• Leaders in organizations with successful cultures let people know that they are valued and cared about. They take the time to appreciate all team members’ contributions to the work, but also to appreciate them as human beings outside of the work (e.g., remembering people’s birthdays, following up about an issue that someone was struggling with, celebrating personal wins). Perhaps most significantly, they recognize that different team members are differentially affected by happenings inside and outside of the organization, depending on their identities, and are proactively empathetic and supportive.
• These organizations model transparency and continuous improvement. Organizations with successful cultures are nimble and innovative, and are not afraid to change course when necessary, but they always remember to be clear about the why behind the change and the problem that it’s designed to alleviate. They are also open to feedback and constructive criticism—and they share what they are hearing, as well as change ideas.

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While no organization is perfect, and each organization has its own context and specific set of strengths and challenges, by honoring these specific elements, any organization can strengthen and improve its culture.

CREDIT: thanks to Daniela Blanchet, who contributed feedback and insights to an earlier draft of this article that, no doubt, made it better.

Source: https://t-tees.com
Category: WHICH