How To Create the Right Corporate Culture

A graphic of a man running up an arrow that is labeled, "Heading in the Right Corporate Culture

Do You Have the Right Corporate Culture?
Thanks to the success of Netflix and the failure of Volkswagen, more and more companies are beginning to understand how important the right corporate culture can be to creating a high performance work environment.

Corporate Culture Defined
We define corporate culture as how things are truly accomplished in an organization…the behavioral norms and corporate values that are lived and observed each and every day to get work done. Culture is one of the three critical legs of corporate success. When a company’s culture is aligned with their talent and their business strategy, the organization is heading in the right direction to succeed in the future.

Organizational Alignment Research
Our organizational alignment research shows that the alignment of the right corporate culture and talent with strategy helps companies grow 58% faster and be 72% more profitable while increasing employee engagement 18-to-1.

Seven Questions to Test If You Have the Right Corporate Culture
One quick way to measure the strength of your corporate culture is to ask seven questions to see if you have the right corporate culture for your people and business strategies:

  1. How clear is the company’s vision and mission to employees?
  2. How committed are your employees to achieving them?
  3. How engaged are your employees in the day-to-day work of the company?
  4. How clear and consistent are the key business practices and behaviors?
  5. Is your corporate culture aligned to achieve your business strategy?
  6. Is your talent strategy aligned with your corporate culture?
  7. How flexible is the company at adapting to change?

If your answer to any of these questions raises concerns, you had better address them.

How High Performing Companies Create the Right Corporate Culture
Here are some ways that our high performance clients have worked to strengthen their corporate culture to be “the right corporate culture” for their business and people strategies and, ultimately, their business performance:

1. Actively Involve Employees in Business Planning and Direction Setting
We believe that the more actively involved employees are in where the company is headed and in making the decisions that directly affect them, the more they buy into the company’s future. And as they feel more ownership, they are more fully engaged in their day-to-day work.

Empowering employees encourages them to stay and to contribute beyond what is simply required to get the job done.

You will know you are headed in the right direction when employees:

  • clearly understand the company’s plans for future success
  • believe the organization will be successful in the future
  • understand how their job helps the organization achieve success
  • know how they fit into the organization’s future plans

2.  Consistently and Visibly Invest in People
By taking stock of their current talent and knowing what they will need in the future, high performing companies help employees build an individual development plan and provide learning opportunities for a career path that makes sense for both the individual worker and the organization’s future.

The investment in employee capabilities helps retain top talent, gives firms a competitive edge and highlights the stated value of continuous learning and development.

You will know you are on the right path when employees:

  • believe they have been properly trained to do their job
  • are effectively cross-trained to do other jobs
  • have consistent opportunities to learn new skills that will help them and their team succeed

3.  Build Strong and High Performing Teams
Believing that strong teams are the backbone of successful organizations, high performing companies make sure their managers understand and practice what it takes to create collaboration and respect among team members. They teach managers how to:

  • be effective coaches
  • hold team members accountable
  • encourage desired team behaviors

In short, managers became the instruments of raising performance levels across the board. Learning was accomplished on-the-job…the kind of action learning that really sticks.

You will know you are on the right path when:

  • people consistently go the extra mile to achieve great results
  • goals and accountabilities are clear to everyone on the team
  • individual strengths are leveraged often
  • people are committed to producing top quality work

4.  Consistently Recognize Employee Contributions and Hold People Accountable
Effective people leaders know high performers should get a disproportionate amount of the rewards and that underperformers need to improve quickly or move on. They define rewards and recognition linked directly to success metrics.

This motivates people to stay and perform. They also define the consequences associated with sub-standard performance. This motivates people to avoid failure.

You know you are on the right path when:

  • people believe that your organization makes investments to make them more successful
  • the leaders value people as their most important resource
  • the organization is committed to making it a great place to work

The Bottom Line
Be deliberate about creating the right corporate culture for your unique situation that aligns with your talent strategy and business strategy. You will reap the rewards well into the future.

To learn more about how to create the right corporate culture, download Learn The 3 Levels of a High Performance Culture to Align to Your People and Business Strategies

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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.

Jennifer Remling
Director of Global Recruiting

AKQA

We signed up with LSA early on–as their 22nd Member! Since then, our organization’s learning needs have increased and decreased and increased again with the changing times. The beauty of the LSA business model is its flexibility…when we needed to supplement our own internal resources, we used LSA services knowing that we could depend on the outstanding quality of the leadership development and management training programs they provide.

Margie Bunting
HR Manager

What a personal and professional pleasure it has been to Partner with LSA. They are truly a strategic partner with Wyse. For more than 5 years, LSA has been engaged in delivering various training and development solutions for Wyse, from custom on-site programs targeting specific core competencies, to working individually with clients to build job skills, and offering invaluable services to me and my team as we continue to build our learning programs. LSA’s representatives do more than sell a product, they offer a full service solution: they understand our business, our strategic initiatives, and the needs of our customers.

Jeff Rangel
Director of HR

LSA’s consultant designed and delivered a half-day team building solution for our recent conference. It included careful customization to integrate the design with our new mission and values. Everyone had fun and identified key issues with our teamwork. Altogether a great program!

Bob Ward
Director of HR

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

LSA has been a tremendous asset to my portfolio, both at my current company and my past company. As an HR leader, I am always looking for ways to find external resources that can provide a solution to our management training needs. LSA does that for me. Their solutions are presented in a much more leadership-oriented manner so as to be crisp, business relevant, and easy to apply right back on the job. I will continue to augment our programs using LSA solutions.

Ken Boehm
VP of 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

I highly recommend LSA Global to anyone who is looking to improve individual or organizational effectiveness through their top quality programs and broad range of expertise.

Greg Pappas
VP of Human Resources

“We turned to LSA to help us custom design and deliver a leadership and management development curriculum to help drive performance. They have done an excellent job diagnosing the business situation, designing an approach that fits our culture, and delivering a first class solution.”

Sally Buchannan
VP 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

We have worked with LSA Global for our learning and development needs and have always had great success. They helped us recently with customized Management Workshops that we held for the second time. It was fantastic, and I would highly recommend LSA to anyone that is attempting to get immediate and impactful improvements.

Mary Johnston
HR Manager, BU Radiology Informatics

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 continue to be impressed by the level of leadership development and management expertise and quality of advice and facilitation that LSA has to offer. What a smart and client-centric group of great people who really know how to help leaders attract, engage, develop and retain top talent.

Tracy Esposito
Director, HR Business Partner

I’ve been associated with LSA for the last 8 years and have found them to be an extremely professional, well managed full service training organization. Since working with LSA, I’ve participated in a number of solutions ranging from Performance Management to Assertiveness Training – I’ve found that the quality of the resources is superior. They are well prepared and have definitely done a considerable amount of pre-work in order to customize our culture and business into the total learning experience – making it most beneficial for our employees.

Duane Schroeder
Human Resource Manager

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