7 Steps to Set the Direction for a Healthy Corporate Culture

Direction for a Healthy Corporate Culture

Most Companies and Employees Want to Create a Direction for a Healthy Corporate Culture
Setting the direction for a healthy corporate culture matters.  Culture exists by design or by default. Every company has a way they do things…for better or for worse.

  • For better, your employees come to work with a clear sense of purpose and care about turning in their best performance for the right reasons.
  • For worse, the corporate culture can be so toxic that the company enters a downward spiral that can only end in failure.

Is your company culture good or bad? Where are you on the continuum between a healthy and toxic workplace culture?

An Example of an Unhealthy Corporate Culture and What Made It So

  • General Motors is a classic example of a culture that was rotting from the inside.
  • Remember the case of the defective ignition switches that disastrously resulted in up to 300 fatalities?
  • According to the US Attorney, it took more than eleven years for GM to take the necessary actions to fix the problem.
  • Even though GM espoused the values of integrity, safety, accountability, quality, and customer focus, it allowed itself to be infected with a culture of avoiding accountability, stifling bad news and caring more about cost control than the safety of its customers.

Five Warning Signs of an Unhealthy Culture
In our two plus decades of working with clients and observing a variety of corporate cultures, we have come up with a list of warning signs that can lead to a failing corporate culture.

1. Unstated or Unclear Values, Beliefs and Assumptions
When expectations are unclear, performance results become unclear. Unless an organization’s values and behavioral expectations are specifically stated, clearly explained and consistently reinforced, your default culture may significantly inhibit your success. In GM’s case, while the values seem to have been clearly stated, they do not appear to have been monitored or reinforced.

Unfortunately, we often come across leadership teams that proudly display their core values, but make no effort to embed them across their organization.

2. Weak Leaders Who Do Not Practice What They Preach
When employees see a double standard, your desired workplace culture is in big trouble. Unless the vast majority of leaders consistently model your chosen company culture, it has little chance to cascade throughout the organization and motivate people to do their best.

At GM, the US Attorney identified a consistent unwillingness to raise problems for fear that it may delay the launch of a vehicle, cause reprisals or increase costs.

3. Lack of Accountability
When substandard performers who do not improve are tolerated and retained, top talent often becomes discouraged, engagement levels decline and performance standards slip. Additionally, unless the majority of high performers consistently live your company’s desired culture, how can you expect your weaker players to get on board?

4. Closed Communications
When the information flow across an organization is untimely, gossip and behind-closed-door communications undermine trust and defeat the kind of collaboration that successful teams enjoy.

5. Overwork and Overstress
When there is too much work pressure, poor decision-making, errors in judgment and levels of disengagement increase dramatically. Unless people believe that the “struggle is worth it,” you cannot increase performance pressure to improve results.

An Example of a Healthy Corporate Culture and What Made It So
Zappos, the online retailer, loudly proclaimed customer service as its core value and then backed it up by empowering their employees to do whatever they felt necessary to satisfy their customers. The expectations were clear and leaders were role models for ensuring that each and every customer was delighted with Zappos’ service.

Seven Key Features of a Healthy Corporate Culture

  1. Employees understand, care and believe in the company’s vision and mission.
  2. Employees experience the desired corporate culture on a regular basis and are proud to be a part of it.
  3. The culture motivates the majority of employees to do their best in their job.
  4. Employees believe the corporate culture is essential to achieving the business strategy.
  5. The majority of leaders and high performers consistently model the desired organizational culture.
  6. Substandard performers receive support and must improve if they wish to remain employed.
  7. Open communication allows for the free and timely exchange of information, ideas and concerns.

What You Can Do to Create a Healthy Corporate Culture
Set the direction for a healthy corporate culture by opening up communication. Work with your team to zero in on the way you want people to think, behave and work. Hold senior managers and employees alike accountable for modeling the desired culture. Promote collaboration by rewarding teams rather than individuals. Seek long-term success over short-term gain.

The Bottom Line
Culture matters…matters a lot…not only for the overall health of the organization but for its success.

To learn more about setting the direction for a healthy corporate culture, download: The 3 Most Important Levels of a High Performance Culture to Get Right

Share:
Facebook Twitter Google+ Email LinkedIn

Comments are closed.

Avon’s success is dependent on strong relationships among our Customers, Representatives, Associates, and outside resources we hire to help us meet our business objectives. We were very pleased with the results from working with LSA Global to design and facilitate a custom program for our events management team. LSA demonstrated responsiveness, flexibility, and an innovative approach to working with us.

Deanna Rudnitsky
Senior Manager, HR Destiny Sales Region

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

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

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.

Emily Couey
Director of Human Resources

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.

Debra Martucci
Vice President, Information Technology

LSA is an instrumental training outsourcing partner in helping us to build management capacity and strategically invest in our people. Their flexibility, depth, and breadth of expertise allows us to deliver top quality solutions that are directly tied to key business plans. Their ability to custom design, deliver, and evaluate our Management Curriculum has been excellent. They are true business partners and a pleasure to work with.

Margaret M. Mader
Vice President, Human Resources

Hyperion

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.

Sarah Parks
Senior Project Manager

Hyperion

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

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

VNUS Medical has been very pleased with the effective management development programs that LSA Global has delivered for us over the last four years. The programs have been universally facilitated by experienced and best in class instructors. The knowledge gained by our management team has been put into practice very quickly. VNUS is very happy to be working in partnership with LSA because they consistently deliver excellent programs that receive exceptional feedback from our management team.

Cindee Van Vleck
Director Human Resources

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

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

Our company engaged LSA to do a specialized “train the trainer” program, and the consultant’s performance outdid our exceptionally high standards for such a program. Very crucial to the success of this program was the work done upfront to discuss our needs and to interview key members of our organization so that the program specifically met our goals. Our facilitators continue to comment on the success of the program. Thanks also for the follow-up.

Frank Abbott
Chief Financial Officer

LSA custom designed a Management Development program that is absolutely “on target” for our technical managers. Their facilitator has done a superb job delivering the material in a way that is fast paced, highly interactive, and fun. She presents practical solutions to the people situations that our managers face every day. I regard LSA as an excellent partner that understands our business needs and a virtual member of our HR department.

Judith Onton
Vice President Human Resources

LSA helped to meet the needs of my teams within a very narrow timeframe. My team walked away with highly useful management tools and practices. LSA saved us time in delivering the right solution for our specific needs.

Sandeep Kumar
Director, Software Engineering, EPG

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