1. Value x Behavior = Culture.
Look at your top employees – the ones that do everything right, who never give you anything to worry about, and are just ideal team members. Those employees are the model for what you should want when you talk about your organization’s culture. Their everyday behaviors reflect their values, which in turn has a tremendous impact on your culture.
2. Culture is measurable.
It shows up in your metrics because a high-performing, healthy team produces great results. Engaged workers are less absent and more plugged into your mission and vision. The more workers like this you have on your team, the more your culture grows strong and produces tangible results like lower turnover and higher profit.
3. The three great elements to an organization’s working environment are purpose, culture, and strategy.
Culture is the linchpin that ties the other two together. If your culture isn’t healthy, you can have the best strategy in the world and still have difficulty executing. That’s because you’re spending so much time on things like people dynamics – a disgruntled worker, infighting, someone who isn’t clear on their job, etc. Focusing on culture before strategy allows you to be more proactive, rather than reactive, when dealing with your team.
4. You can be self-aware without being self-critical.
Nobody is perfect. We all have flaws. The goal is to be a better version of yourself tomorrow than you are today. Look at yourself from a positive, constructive eye. A lot of people are so hard on themselves and they tear themselves down all the time – that approach will never bring you to a point of growth.
How would you currently describe your company’s culture? First, is it defined? If so, where is it strongest, and where do you see room for growth?
Name an example of another company that you perceive to have a strong culture. What do they do that stands out to you?
Jenni talks about how a crisis (eg: the 2020 pandemic) has the power to expose a company’s culture – both good and bad. What have you learned about yourself and your company this year?
As the leader, you hold the reins to what your company culture becomes. — Jenni Catron
Culture is the linchpin that connects purpose to strategy. — Jenni Catron
Your culture has the power to attract great talent or repel great talent. — Jenni Catron
Our values multiplied by our behavior equals our culture. — Jenni Catron
(5:37) Jenni Catron introduces herself and tells her story
(8:13) How Jenni defines “culture”
(10:25) Why you should focus on culture before strategy
(11:35) 3 key elements to a great organizational working environment – Purpose, Culture and Strategy. Culture is the linchpin that ties the other two together.
(13:20) Troubling research on disengaged workers – (for example: 37% higher absenteeism)
(14:00) How do you create a healthy culture?
(16:00) As a leader, you have a disproportionate influence on workplace culture
(19:44) The hardest thing for a leader to hear is that culture change is a patient and persistent process
(23:44) Pressure of crisis (eg: pandemic) exposes what we already are
(24:30) Our teams need to be leaner and stronger to handle what’s ahead post-pandemic
(25:46) One simple exercise to begin defining your culture
(32:07) Today’s One Next Step: Download the Culture Workbook from Jenni and her team at The 4Sight Group. If you’re ready to intentionally shape your culture or you need help communicating what your culture is all about, take advantage of this amazing resource!
