Would you dress or act the same way to attend the Master’s Golf Tournament as you would to attend a hockey game? Although both are sporting events, they have their own set of unwritten rules that influence social norms, like how you behave and dress at these events. Newcomers to these events are expected to learn these unwritten rules. They often learn what is acceptable or not by observing the protocols or through others already in the group.
Your company already has these unwritten rules, often referred to as a company culture. A company culture is a system of shared contribution, vision, purpose, values, assumptions, and beliefs.
Culture can be a defining factor in your company’s success or failure. If company culture is unclear to the business leader, existing employees and new hires will determine it. That’s quite a hit-or-miss tactic that can cause a rotating door of new hires eating into your profitability.
Have you ever wondered why some new hires immediately fit into your organization and others struggle? Consider the implications when building your company’s culture through the lens of your team’s natural wiring.
My client’s leadership team has at least two hardwiring elements in common. They all have a high degree of autonomy and a high sense of urgency (impatient). They push themselves and others hard for immediate results.
What kind of culture was created from this team’s hardwiring mix of urgency and autonomy? Their staff found the greatest rewards by delivery results quickly and in silos. Rather than departments collaborating, people made independent decisions to achieve quick results.
This autonomous, results-driven organization found itself operating in less-than-ideal productivity and profitability. There was often rework because decisions were made quickly without inter and intra-departmental collaboration.
My clients discovered the impact of their natural wiring in shaping the company culture, and also how to align it and the results they want to achieve. When you are clear on your team’s hardwiring along with purpose, vision, mission, and contribution, you start to get to the root of cultural alignment.
Throughout your organization, ask what the desired company culture looks like. Then, create a cultural plan with intention and commitment.
Excellerate Associates is a business mentoring and organizational/leadership development company. To learn more about our Excelleration Program to create your company’s Culture of Distinction, schedule a Discovery Session today.