Just as it is important for passengers to “Mind The Gap” to prevent injury, it is equally important for organizations to “Mind The Gap” so they do not fall into the traps that will keep them from moving forward – corporate culture in a global organization is extremely complex and fraught with many potential chasms. It is very interesting that people think differently, have different concepts of time, space, work, etc. – however, if we are not careful to appreciate and value the contributions and knowledge that people bring, it is easy fall onto the tracks dead center of an oncoming train! This may cause waning business results, the degradation of important relationships, the sacrifice of your own success, and ultimately – almost certain death! Because globalization continues to gather momentum, the interactions between people from differing geographies and cultures is frequent, and intensifies the complexities of organizational interactions. The more borders a company crosses, the greater the potential for misunderstanding and conflict amongst stakeholders, but also inherent is the potential for unimaginable reward. To succeed across both boundaries & borders, it is essential to break through the barriers of organizational culture and rigid patterns of thinking.Continue Reading…
Archives For Culture
The phrase “Mind The Gap” was introduced in 1969 by the London Underground to warn passengers of the gap that exists between the train door and the station platform. Today, it is used as a warning by transit systems worldwide. Just as it is important for passengers to “Mind The Gap” to prevent injury, it is equally important for organizations to “Mind The Gap” so they do not fall into the traps that will keep them from moving forward. Specifically, organizational culture in a global organization is extremely complex and fraught with many potential chasms.
It’s interesting that people think differently, having different concepts of time, space, work, etc., however it is critical to do more than simply notice differences. If we’re not careful to appreciate and value those differences and the contributions that diverse people bring, it is easy fall right into that gap! This may result in waning business results, the degradation of important relationships, the sacrifice of your own success, and ultimately – grave injury… or even death!Continue Reading…
Given the worlds extensive history and diverse variety, it is interesting how many common concepts, such as time, are rooted so firmly in a similar manner in very different societies. What is commonly not recognized is that each culture has its own notion of these concepts that are present across all cultures. The general concept of time is very clear, however context and value vary widely. Because a person’s perception of time influences the way s/he understands time and behaves in respect to it, we ultimately have diverse views of time that are reflected in culture.Continue Reading…
We hear about vision, mission statements and values often enough, but why are they so important? Similar to Alice unsuccessfully trying to open the door to Wonderland, you must have the right keys to shape your company’s culture and reflect what you stand for. They are the essence of your identity as an organization – your principles, beliefs, philosophies… and how you do business. Woven into the fabric of its culture, every work environment should strive to encourage positive values and discourage negative influences that affect behavior and outcomes. We all possess a moral compass, defined via our values, which directs how we treat others and conduct ourselves. As an organization, this can be a powerful tool to shape culture. Ultimately, it does not come back to the company, but its people…
Arguably self-awareness and integrity are an important subset of values, but self-awareness and the pursuit of the truth are so important that they should be on every company’s list of values. If integrity is best described by C.S. Lewis as “doing the right thing, even when nobody is watching,” having the ability to be completely honest about your own strengths, weaknesses, and biases is critical. In developing an authentic, sustainable culture this applies not only to the leadership team, but to every single employee. Self-awareness and integrity are easy to lose… and hard to win back. When cultures are failing there are root causes that must be identified, but that can rarely be fixed quickly – and certainly not by policy and procedural changes. During challenging times, leaders tend want to drink from the blue bottle and — ta da! – see that the company culture is fixed. Unfortunately, building, evolving and transforming cultures takes both time and hard work.
Here are 6 core “keys” that will help you to build toward an amazing organizational culture:
Building and maintaining a strong, resilient organizational culture is one of the few phenomena that is truly all inclusive. Creating a successful company ethos depends on the positive collision of the right people (at all levels) and the right context. But what does it actually take to create a sustainable, remarkable company culture? The answer is complex, so over the next two weeks, we will look at culture first from a larger organizational perspective… and then again at ground level.
“It’s complicated” … A common response to developing organizational culture.
The lack of a clear, simple response as to how to build and sustain organizational culture is the reason most companies don’t have a great culture. All leaders theoretically want a great culture… and believe, if they repeat it enough, it will magically happen. However, wanting an amazing corporate culture and being willing (and committed) to creating one are two vastly different things.
Why? It’s just not obvious how to create a great organizational culture. After helping many clients through this exact same challenge, we know that there are some critical components in developing and maintaining an exceptional company culture.
Innovation is the catalyst to growth. Innovation means doing something different, smarter or better that will make a positive difference. Innovation applies to every aspect of your business – you can be innovative with products, services, methods or business processes. Innovation is free and unlimited – if you actively tap into it as a leader.
Incorporating innovation into your business can help you save time and money, and give you the competitive advantage to grow and adapt your business in the marketplace. Because innovation refers to making things better, it can significantly increase the likelihood of your business succeeding. Research (and real life examples) have shown that businesses that innovate create more efficient work processes and have better motivation, productivity and performance overall.