A Powerful Workplace Culture Is More than a Soft Concept

Powerful Workplace Culture a word cloud around "Organizational Culture"

A Powerful Workplace Culture Matters
This workplace culture word cloud highlights the way many think of organizational culture…as a soft concept. Yes, organizational culture has to do with worker’s attitudes and behaviors, but it also can be seen as a “hard” concept.

How We Define Workplace Culture
We define culture as how things truly get done in an organization based upon the way people think, behave and work. A company’s culture includes the known and unspoken values and assumptions that drive key business practices and behaviors – especially in leaders and in who they hire, fire and promote.

A Powerful Workplace Culture
When a corporate culture is strong and vibrant, it has an enormous impact on business performance.

  • Harvard recently reported that an effective corporate culture can account for up to half of the differential in performance between organizations in the same business.
  • Our own organizational alignment research found that cultural factors at a company account for 40% of the difference between high and low growth companies.

Two Ways a High Performance Corporate Culture Can Affect Your Bottom Line

#1.  A Powerful Workplace Culture Culture Attracts Potential Business Partners
Beyond attracting talented individual employees, a powerful workplace culture is a magnet for new business alliances. Executives want to do business with companies that stand for and practice high values, companies that have a mission that matters, and companies that plan for and envision a great future.

Decision makers care that the companies they decide to join forces with behave with the kind of consistency, integrity, open communication, accountability and growth mentality that signals a healthy culture.

#2.  A Powerful Workplace Culture Engages and Retains Top Talent
When you have employees who live the company values and are committed to the company’s mission and vision, they are typically more engaged employees and less likely to leave. There is less spent on recruiting and hiring, productivity is higher due to high discretionary effort, customers are better served and more likely to stay, and, accordingly, sales are better.

Three Steps to Build a Powerful Workplace Culture
To build an organizational culture that attracts and retains great employees:

#1.  Create Strategic Clarity
Be clear about why you are in business, what separates you from the pack and where you are headed. Your company’s vision, mission and value proposition should be stated in a simple-to-understand and compelling way.

#2.  Live Strong Corporate Values
Since the demise of Enron, much has been written about the hypocrisy of their values of communication, respect, integrity and excellence. Do not be fooled into complacency. Current and future employees, customers and business partners want to know what your company stands for.

#3.  Share Your Workplace Culture Publicly
If you truly live and embrace your values and corporate culture, you will draw employees and customers who respect the way you think, behave and work. With each positive customer experience, you strengthen your reputation as a great place to work and build customer loyalty.

The Bottom Line
Businesses that want to grow should take a close look at their workplace culture.  Strategies must go through culture to be executed.  Powerful workplace cultures can make the difference between success and failure.

To learn more about getting the most out of your culture, Download High Performance Corporate Culture Whitepaper

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Intuit

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Chris Wells
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“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
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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.

Frank Abbott
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