Do You Have a Misaligned Culture?
Successful organizations thrive on alignment. Their culture, their strategy and their talent are all in ordered harmony. If any of these three pillars of success are askew, there is performance danger ahead.
What Happens when There Is a Misaligned Culture
Our organizational alignment research found that strategic clarity accounts for 31% of the difference between high and low performing organizations. When there is a breach in the corporate culture, the entire company suffers. Just think of Volkswagen’s culture with their emissions fraud or Wells Fargo’s sales culture with their fake account scandal.
The lawsuits and the stain on their reputations will continue for years.
Seven Danger Signs of a Misaligned Culture
While the majority of executives know workplace culture is extremely important to the performance of their organization, too many believe their culture is a barrier to executing their growth plans. Here are seven warning signs that you may have a misaligned culture:
1. Leadership Does Not Model the Desired Culture
Workplace culture begins at the top. If the CEO is out of sync with the desired culture, employees will notice. Employees tend to adopt behaviors that are successful, modeled and rewarded.
2. Senior Executives Are Inaccessible
When employees feel out of touch with business leaders either because leaders are unapproachable or too alike in their thinking, a positive organizational culture is hard to sustain. Openness and diversity add richness to solving problems, making decisions and forging new ground.
3. No Clear Cultural Link to Business Strategy
Strategy and culture, along with talent, are dependent upon one another. For example, a traditional, hierarchical culture cannot support an innovative, no-holds-barred strategy. Be clear about where you’re headed and how employees need to behave to get you there.
4. Behavioral Expectations Are Murky
If employees don’t understand what behaviors are expected and desired, how can they be blamed for behaving in a way that doesn’t fit? Make sure you talk about your desired culture frequently and that all employees are clear about how they are to act on the job day-to-day.
5. Employee Engagement Is Low
Employee engagement should be regularly measured. If your employee engagement scores are below industry standards, you need to identify what is wrong.
6. Lack of Rewards and Recognition for Behaving “Right”
If there is no encouragement for doing the right things the right way, employees are apt to make less of an effort to follow the desired company culture. Find a way to recognize and reward employees who exemplify the desired culture. Others will follow.
7. The Customer Is Not Well Understood
Have you identified your target customers? Have you checked how satisfied they are? It is far easier to grow existing business than to attract and win new customers. Check out the customer process from beginning to end. You will learn what to do to delight them and these actions will strengthen your competitive edge.
The Bottom Line
Smart leaders know strategy must go through culture to be fully executed. High performing companies make sure they do not have a misaligned culture.
To learn more about creating an aligned and high performance culture, download 3 Levels of a High Performance Culture
4 Keys to Keeping Talent Up to Date
Why Employees Change Their Mind
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We partnered with LSA to pilot a customized behavioral interviewing program to help ensure that we continue to hire the best and brightest as we continue to rapidly scale. LSA’s ability to understand our business and our unique culture combined with their desire to ensure that the best practices framework truly fits our performance environment and is highly adopted by our people is a real blessing. Most other firms want to just ‘give you training.’ Not LSA, they are focused on helping me hit our hiring forecasts and attract A players.
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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.
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HR Program Manager
LSA’s Employee Engagement Consulting and Survey work has provided critical visibility into: how well our people are holding up under the general economic environment, as well as, the specific challenges that face biotechnology companies in their efforts to discover and develop new medicines; their level of alignment and commitment to XOMA’s Vision and mission critical strategies; how leadership practices and management systems support an environment that engender commitment, and the specific actions that our leaders can take to improve on areas that are important to our people. I highly recommend LSA’s employee engagement solutions.
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LSA has become the gold standard in team building and management training at Genomic Health! I have a hard time finding facilitators that come close to their level of customization, expertise and experience.
Director of Human Resources
In the Next Generation Management Development courses, I was trained with skills and tools that have made me and my team more productive, motivated, and successful at communicating with other departments.
Firmware Engineering Supervisor
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.
Barry L. Byrd, SPHR
Human Resources Manager
The LSA Global team was very receptive and flexible to our needs every step of the way. Their staff and facilitator demonstrated attention to detail, responsiveness, and professional courtesy. The participants were thrilled with the outcome and rated the communication skills workshop and the facilitator as ‘Excellent’. I’d highly recommend working with the LSA Global team to meet your professional development needs.
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.
Vice President, Human Resources
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