How to Find Weak Links in Your Corporate Culture

a rusty chain showing Weak links in your corporate culture

Weak Links in Your Corporate Culture Can Derail Performance
Is your corporate culture helping or hindering the performance of your business and your people?  A healthy culture creates the foundation to attract, engage, develop and retain top talent that works well together.  An aligned culture creates the environment to accelerate your strategy forward.  Weak links in your corporate culture can derail performance.

The Latest Research on Organizational Culture
A strong culture helps an organization to perform at its peak.  Though some leaders still mistakenly believe that culture is soft HR stuff that does not have a quantifiable impact on performance, successful organizations and leaders know better.

  • A recent Harvard Business School research report described how an effective culture can account for up to half of the differential in performance between organizations in the same business.
  • And our own proprietary alignment research shows that cultural factors account for 40% of the difference between high and low performing companies in terms of revenue growth, profitability, customer loyalty and employee engagement.

How to Find Weak Links in Your Corporate Culture
It is critical, then, to be able to identify the weak links in your corporate culture so you can strengthen and correct them before the whole chain falls apart. Here are some signs that, to be healthy and aligned, your culture needs a booster shot:

  • Success or failure are not clearly defined and low performers who are not improving get to stay
  • Leaders or employees are not convinced that the way things are done align with the strategic priorities
  • Leaders or employees are not convinced that the way things are done will bring success
  • Success metrics are confusing, conflicting, unfair or unbalanced
  • Trust in leadership or the company is weak

The Cure for Cultural Weaknesses

1. Assess Your Current Culture.
Measure your current culture in terms of organizational health and strategic alignment. This will let you know where you stand in terms of leadership and organizational trust, individual and team capabilities, organizational climate and how work gets done vis-à-vis your strategic priorities.

2. Define Your Needed Culture
Identify the cultural aspects that matter most in terms of customers, market approach, brand positioning, risk tolerance, operational variances, decision making, work atmosphere, people and results.  This allows you to identify the one or two most critical areas to focus on to get high performance results.

3. Deploy the Needed Culture
Prepare people leaders, cascade assessment results, agree upon workgroup level actions and metrics for success, and work with culture champions to sustain the cultural transformation.

4. Measure Progress
Review and share monthly dashboard metrics and adjust accordingly.

The Bottom Line
Weak cultures drain the health and stamina of their organizations.  Be on the watch for the weak links that can undermine your desired culture and ultimately your overall business performance.

To learn more about how to strengthen the weak links in your corporate culture , download The 3 Levels of a High Performance Culture

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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.

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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.

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Terry Wassman
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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.

John Mastrorilli
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Intuit

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

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PalmSource has found our relationship with LSA extremely beneficial. We worked closely with LSA to customize the right Management Training Program solution to meet our unique business needs. LSA is a quality organization, one that I’d recommend to any company looking for a first class training and consulting partner.

Ken Boehm
Vice President of Human Resources

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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Roche

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HR Manager, BU Radiology Informatics

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

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Fujitsu

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.

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Rambus

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