4 Areas to Assess Your Company Culture and Personality

A cartoon shows a man in a haz-mat suit about to enter the business office of a person with a toxic personality Assess Your Company Culture

Should You Assess Your Company Culture and Personality?

Everyone Has a Personality
Personality is a conglomeration of characteristics or traits…the way individuals think, feel and behave. For example, some people are naturally sociable and friendly; others, as in the cartoon, are anti-social and irritable.

Companies Have Personalities Too…We Just Call It Culture.
In an organization, corporate culture is the way employees think, feel and work. It is how things get done.  A company’s “personality” or culture includes the values and assumptions that influence key business practices and behaviors. It is often best exemplified in company leaders and in who they choose to hire and promote.

Workplace Culture Matters
No longer just a nice-to-have, corporate culture has become integral to a company’s success. When the right environment is created, when it aligns with a company’s strategy and when a company hires with the desired culture in mind, the organization is well on its way to peak performance.

Culture matters…a lot. In fact, a recent research report from Harvard Business School maintains that an effective culture can be the reason for up to half of the difference in performance between organizations in the same business. Our own organizational alignment research found that cultural factors account for up to 40% of the difference between high and low growth companies.

How to Assess Your Company Culture and Personality
If corporate culture is so important, we should have some way to measure it. Only then can we know how well positioned we are in the marketplace vis-à-vis the competition. To assess the viability of your culture, we offer four aspects of culture that lend themselves to a system of metrics:

1. How aligned are your strategic drivers?
The foundation of every company strategy is the alignment of its vision, mission and values. We call these three important components “strategic drivers.” We define vision as what the company hopes to become…the business it will be in tomorrow.

  • Effective vision statements focus on unique, inspiring, challenging, motivating and memorable future possibilities.
  • Powerful mission statements lay out the organization’s business and fundamental purpose in a manner that is short, believable, relevant and achievable.
  • Meaningful corporate values describe your fundamental beliefs that guide your most important decisions and actions.

If you want to get a sense of your corporate culture, start by determining if employees understand, believe in and are committed to your vision, mission and values. Check around and ask your employees from one end of the enterprise to the other. If there are gaps, there will also be holes in the culture you are trying to create.

2. How well do employees communicate within and across teams?
Our recent organizational alignment research pinpointed information flow and transparency as one of the top five factors in creating faster growth, greater profits and higher employee engagement. An open culture is distinguished by the ease and flow of moving ideas and suggestions from one employee to the one who can evaluate and implement them. Check to see that there are no barriers to formal and informal channels of communication.

Are your employees be able to send, receive and understand information and innovative thoughts freely?

3. How agile are you when change is needed?
Our organizational alignment research highlighted market responsiveness as the most influential alignment factor and change agility, how well leaders and employees respond to key changes required to remain competitive, as the third most important cultural factor for high growth companies. As a leader, you may not always be the first to know of changes in the marketplace.

Stay on top of what is happening on the front lines. Seek feedback from employees on what they observe of the competition so you are not caught flatfooted when you need to make shifts in product mix, sales approach, or resource allocation.

How well do your employees respond to change?

4. How accountable are employees for their performance?
Every employee should clearly understand what is expected of them in their job and how their success and failure will be measured. Then it is up to management to see that performance standards are clear, transparent, fair, timely, accurate and maintained. For those who excel, see that suitable recognition and rewards are given.

And by the same token, for those who perform below expectations, see that there are consequences. When performance accountability is high, people know where they stand, are clear about where they need to go and know what they need to avoid.

Do your people know where they stand?

The Bottom Line
Strong cultures help companies perform.  Assess your company culture regularly and keep track of how your culture is developing because it matters.

if you want to see if your culture is aligned with your strategy, download Do You Have a High Performance Organizational Culture to Drive Your Strategy?

Share:
Facebook Twitter Google+ Email LinkedIn

Comments are closed.

We consider LSA Global our outsourced learning and development partner. We worked closely with LSA to customize a management development program to meet our growing business needs. I would highly recommend LSA to any company wanting to deliver quality learning solutions.

Terri Wright-Scheer
Vice President Human Resources

I am very impressed with the quality of work and talent. LSA did a great job of listening to my needs and providing the exact management training program expertise I needed to get the job done.

Don Pryor
Director, Business Planning & Analysis

For our go to training outsourcing partner, LSA provides exactly what we want. As always, they deliver outstanding work!

Elizabeth Siebert
Director, Organizational Excellence & Development

Intuit

Congratulations on your pro-activity in establishing this program and developing such an effective New Employee Orientation course.

Farhat Ali
President and Chief Executive Office

Fujitsu

I’ve partnered with LSA Global at two companies now, and I consider them a valuable and trusted training and consulting resource. They recommended just the right solution to address our management development needs and have wonderful facilitators that match YuMe’s culture and style of our management team. I would highly recommend LSA Global to any company wanting to deliver quality learning solutions with a valuable learning and development partner.

Maya Paul
HR Director

Working with LSA Global has proven to be extremely valuable and worthwhile. LSA understands our business, has deep expertise in content areas, and tailors the programs to deliver great results. The facilitator was extremely knowledgeable about Working Globally with India and her energy and passion made the session interesting, fun, and enjoyable for all that attended. The participants walked away extremely pleased along with highly useful practices and tools. I would highly recommend LSA Global to any company that has partners or offices in India.

Glenn McGillivray
Human Resources Business Partner

Intuit

What a refreshing change from the half-baked psycho-babble you normally get from training and consulting organizations. LSA gives you the practical and results-oriented assistance you need to define and reach your goal.  They provide a results driven plan – not just a temporary fix. They are great to work with, and even more importantly, they “get it!”

David Fiano
Vice President Human Resources

Here’s a token of my appreciation for ALL your efforts. I’m offering my most sincere appreciation, and it extends to all the folks who made our customized management development programs possible.

Susan Anderson
Workforce Planning Bureau

LSA helped change our entire culture around meetings, making them more effective and efficient, thus enabling us to concentrate on driving more business.

Terry Wassman
VP of Human Resources

Understanding and conforming to legal compliance was very important to our company. We turned to LSA Global to provide a quality and cost effective way to ensure that we were AB 1825 compliant. Their interactive eLearning program was top-notch. It allowed our managers to learn at their own pace, and on their own time. The program was tailored to include our logo and our internal harassment policies. It was interactive and met all federal and state legal requirements. I would highly recommend LSA Global to any company looking for an efficient and effective and top quality way to train their managers to be in compliance.

Kelly Warren, SPHR
Director, HR & Compliance

Over the years, both at 3Com and now at Redback, I’ve found LSA Global to be a valuable resource. The recent compliance program that they delivered for Redback’s executive and management team was the right solution, of the highest of quality, and customized to our business and culture. I would highly recommend LSA to any company looking for top quality solutions.

Gina Fulton
Vice President of Human Resources

We have been able to utilize LSA’s extensive network of top-notch resources to leverage our investment in employee development. The result has been the cost effective and highly efficient delivery of quality educational and management training programs.

Steve Feller
Vice President, Human Resources

I consistently look to LSA Global when I need custom programs put together for my client groups. I can always count on LSA to do a thorough needs analysis and to put together spectacular programs that are well received. Their management development and performance management expertise and professionalism make them one of my top-rated learning and development partners.

Stephanie Webb
HR Program Manager

Rambus

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.

Phyllis Moracco
HR Director

I have worked with other training companies and found it to be more of a seller/buyer relationship than one of matching the right expertise to our business issues. That’s what LSA does – ask the hard questions, listen, and understand our business needs. We receive the benefit of their expertise from assistance with personal development plans to enhancing team performance, to looking at enterprise-wide challenges. It’s all about helping our business succeed as we grow. Right now, LSA is providing great ideas, a fresh approach, and valuable guidance as we develop our management team and accelerate our client relationship management results.

Kristin Westland-Kaune
Director, Team Development

Evaluate your Performance

Toolkits

Toolkits

Download key published insights and tools from industry experts highlighting best practices in the areas of talent, strategy and culture.

More

Health Checks

Health Checks

Want to know how you stack up against leading organizations?  Receive a complimentary benchmarking analysis courtesy of an LSA Expert.

More

Whitepapers

Whitepapers

Get up to speed on timely solutions critical to your business. Published by LSA Experts based upon client feedback and key industry trends.

More

Methodology

Methodologies

First we identify the key metrics you want to improve. Then we assemble a dedicated team of elite experts who have successfully solved similar problems with similar clients.

More

Blogs

Stay up to do date with the latest information on how we help high growth companies align their culture and talent with strategy.

More

Case Studies

Client Case Studies

Real world consulting and training approaches from LSA projects, providing insights on how your company can outperform the competition.

More