How to Create the Perfect Organizational Culture
The future of organizations is determined by the ways we choose to relate to each other.
It helps to know where you want to go before you start down the path. Imagine an organization that functions perfectly.
- What do people believe about themselves in your perfect organization?
- How are you functioning in your perfect organization?
- How are people around you functioning in your perfect organization?
- What do people expect from themselves and each other in your perfect organization?
- What do you believe about yourself in your perfect organization?
Organizations aren’t charts on the wall. They’re people down the hall.
Perhaps your perfect organization runs like a tight ship. People stay in their place. What do people believe about themselves in tight-ship organizations?
Perhaps your perfect organization is open, not hierarchical. Roles feel dynamic. Leaders are catalysts more than authorities. Accountability is shared. What do people believe about themselves in an open organization? (Resource: The Open Organization.)
#1. Develop and preach a shared vision of the perfect organization. Who do we aspire to become?
#2. Determine leadership behaviors that express shared vision.
#3. Evaluate your behaviors against your vision. Adopt behaviors that reflect commitment to shared vision.
Perhaps you imagine an organization where everyone is energized. What are you doing to fuel energy? How are you creating an environment where teams fuel each other’s energy?
Maybe you imagine an organization where people need little oversight. Becoming a hands off leader won’t work unless people freely embrace responsibility and know how to hold each other accountable.
The future of an organization is its shared vision of relationships.
How might teams/departments/organizations create shared vision for their relationships?
How do your daily behaviors reflect the organization you hope to create?
Over the weekend:
Growth requires community. We stagnate and die in isolation. Everyone needs seclusion to refresh and reflect. But growth requires connection.
- Who knowingly participates in your growth?
- Whose growth are you actively encouraging?
- Who knows your growth goals? Whose goals do you know?
- How might you establish and nurture growth-connections between team members?