At GiANT we believe that vocabulary creates language, language shapes culture, and culture beats strategy under pressure, every time.
The way you talk about your organization, speak to your people, and communicate with your colleagues makes a difference. Specificity and common understanding keep people on the same page, rather than trailing off to different conclusions based on everyone’s own subjective perceptions. Therefore, consistency in organizational communication and cultural clarity depends upon being able to clearly express your organization’s culture strategy.
What is your company culture?
That being said, let’s turn it over to you…what is your company culture? What actions are you taking to craft a healthy workplace that will look like the organization you envision? Around which priorities are you targeting its growth?
You see, most leaders understand their business strategy, but listen carefully and you’ll notice that when leaders talk about culture they often discuss ping-pong tables, extra time off, and interesting (or odd) employee perks. These are all certainly elements of life within an organization that can help shape culture, but rarely do they make firm foundations upon which to build it.
The question remains then, can you define your culture? Are you able to specifically enumerate the actions you take to build leaders, improve communication, and ensure a DNA fit for each employee?
Aristotle once said, “We are what we repeatedly do.”
The second part of that quote goes on to extrapolate, “Excellence, therefore, is not an act, but a habit.” Companies are no different. Organizations build culture around the things their employees and leaders repeatedly do (and say), whether consciously or unconsciously. They are the result of daily habits throughout the organization and, at the end of the day, you are building your culture one way or another. The only question is: are you doing it on purpose, or by accident?
Though it sounds rhetorical, that question is actually quite serious and has real life implicaitons for the long-term health of your organization. Consequently, the following list of questions will help you begin thinking about how to purposefully shape your organization and cultivate the culture you truly want rather than the one you happen to stumble into:
1. Who is in charge of your organization and or department?
2. How are decisions made inside the organization?
3. How do you communicate with one another?
4. How do you celebrate together?
5. What is the process of raising up leaders internally?
6. What has value within your organization?
7. Is there intentional language to help shape the culture?
Our Challenge to You
It’s amazing what answering these simple questions can do to transform your organization from the inside out. So take a moment to think about these realities, then gather the troops and start crafting your culture vision. And don’t be afraid to dive deep, you’ll need clear language and common understanding if you hope to communicate effectively and generate the buy-in that will take you to the next level as a company.
This was originally posted by GiANT Worldwide and I wanted to share it here as well. If you’re interested in learning more about how common language, organizational clarity, and focused intentionality affects your organization’s culture, I’m happy to schedule a meeting to discuss. Just click the contact button and let me know!