An Aligned Workplace Culture Matters
Our organizational alignment research found that an aligned workplace culture accounts for 40% of the difference between high and low performing companies in terms of:
The Definition of an Aligned Workplace Culture
An aligned workplace culture means that “how and why things are done” is highly attuned with “what needs to gets done” from a strategy perspective. Creating alignment between strategy and culture allows everyone to become interdependent and act with a more unified and harmonious mindset.
An Aligned Culture is Different than a Healthy Culture
A healthy corporate culture includes areas such as employee engagement, leadership, trust, service, safety, innovation, continuous improvement, community involvement, ethics, character, and respect. These attributes are what make an organization healthy and drive how people interact with each other in getting things done. The attributes of a healthy organization, however, are not typically much different from other organizations and they typically do not address how business actually gets done.
A healthy culture is just the “ticket to play the people game” for any well run organization. While necessary, by itself, cultural health is insufficient to differentiate one company from another or to create higher performance. That is the job of an aligned corporate culture.
Top 10 Research-backed Dimensions of an Aligned Workplace Culture
When an organization has an aligned workplace culture –one that is purposefully aligned with the business strategy – it sets the stage for high performance. Effective leaders align their culture with strategy to remove barriers, to simplify decision-making and to create organizational harmony across ten research-backed cultural dimensions:
1. Market Approach
From a [Market Adopter] that introduces new offerings after the market has proven that they work to a [Market Leader] that develops offerings beyond what exists today.
From [Transactional] short-term interactions to [Intimate] relationship-based experiences
From [Individual] capabilities and relationships to [Logo] and company loyalty
From an [Internal] focus on systems and processes to an [External] focus on customers and market trends
5. Risk Tolerance
From [Risk Mitigation] that eliminates all risk before making decisions to [Embracing Risk] by encouraging and rewarding smart risk-taking
6. Operational Approach
From [Low Process Variation] to ensure standardization and quality to [High Process Variation] to get each unique job done in a quality manner
7. Decision Making
From [Centralized] decision-making by top leadership to [Decentralized] decision-making where individuals are allowed to make decisions at the front line
From [Fact-based] decision-making that requires extensive data to move forward to [Intuition-based] decision-making that utilized intuition and gut reactions to determine courses of action
From a [Social] approach that encourages a flexible approach to workplace norms to a [Disciplined] and formal work environment where employees are expected to conform to strict norms
From [The How] where doing it the “right” way is of highest priority to [The What] where delivering results matters most
The Bottom Line
A corporate strategy without an aligned workplace culture is just wishful thinking. Because a business strategy must go through your culture and your people to get successfully implemented, you must make sure that the “what” and the “how” are attuned. While a health culture is a step in the right direction, by itself, it will not differentiate you from the competition.
To learn more about the dimensions of an aligned workplace culture, download How to Build a Purposeful and Aligned Corporate Culture.
A Meaningful Company Mission Matters
Hyperion has a commitment to lifelong learning. LSA helps us provide the right business sales training, management training programs, and leadership development programs at the right time to meet the needs of both individuals and departments. I especially appreciate their ability to listen to my needs and recommend the appropriate facilitators, solutions and content.
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On behalf of Roche and my staff I would like to sincerely thank you for your help with this. The English as a Second Language (ESL) assessment and coaching that you provided for our team was a great success.
We engaged LSA to design and deliver a 6-month custom executive coaching program for a group of our key leaders. The focus of the program was to help a core group of senior leaders to leverage previous investments in management training, to ensure the engagement and retention of key employees, and to push critical strategic initiatives forward. Even with the high expectations of our senior people, LSA has completely exceeded our expectations. I would recommend them to anyone looking to create and implement a custom coaching methodology using proven tools to drive true change.
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We value our relationship with LSA Global. We came to LSA because we wanted to improve overall behavioral based interviewing capabilities of our managers to increase the probability of both hiring top talent and future leaders. LSA designed a highly customized solution for our business and culture. We are currently rolling out this solution to our leaders. I would highly recommend LSA Global as a top quality resource.
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We contacted LSA to help us with customized management development. LSA worked with me to identify a solution that would meet our exact needs. We decided to start at the top and ran the program for our executive team. It was such a great success that we hope to roll it out companywide. We look forward to a long-term partnership with LSA Global and their team of experts.
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The Managing Virtual Teams program was extremely valuable. Your consultant/ facilitator’s fundamental knowledge of Synopsys as a company provided an incredible base to build upon while tackling the complications of managing and working with globally distributed teams. My team walked away walked away with highly useful practices and tools. It was an excellent use of our time.
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I had been working with LSA for many years with my prior company. Currently, I’m with a company who hadn’t done much basic management skills training. After identifying and presenting a program recently, our managers are excited and talking in the halls about the great experience. LSA saves us time in delivering the right training for our needs.
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I have worked with LSA Global at previous companies and welcomed the opportunity to bring them in to support my new organization. We worked closely with LSA to design a solution for our Client Partner Teams and Management Training on both coasts. LSA designed a customized solution for our business and organizational culture. LSA is a quality organization, one that I’d recommend to any company looking for a first class training and consulting partner that makes an impact.
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