Every organization has a culture. It’s the collective personality of the people who represent you daily.
In short, every culture has some appeal, some cracks, and some rough edges. So, how do you patch the cracks and smooth the rough edges?
You ask a few simple questions, you unfilter the responses, and you take actions that improve the alignment between what you want and what you reward:
- Have we (everyone in the organization) lost sight of our primary purpose?
- What’s our identity?
- How well do people know and relate to your guiding principles?
- Can we deliver what we’re being asked to do?
- Does our behavior – what we do – confirm we have an effective work ethic
- Are our recognition and reward systems aligned with what we want?
Once you’ve answered these questions, you’ll have a sense of cultural health.
As for how to mend a broken culture, develop your answers to the questions above with these three thoughts in mind:
- What’s working?
- What’s not working as well as we would like?
- What can we do and what do we want to do differently?
- Remember, you can’t avoid having a culture.
- How effectively that culture works, well, that’s up to you.
Click the following link to read Dan Schneider’s post on the Digital Dealer website titled: How Do You Diagnose and Mend a Broken Culture?
Read the article and then reach out us to get some insights on your own situation. Contact Us