What Comes First

September 21, 2011 David Russell

Most leaders and consultants start to define and develop a great company culture by writing a mission statement (why you are in business), their company values (how you do business), and a vision statement (where your organization is going).

I suggest in my new book, The Company Culture Challenge, this approach puts the proverbial cart before the horse. This is because what you want your clients to experience should drive your definition of why you are in business, how you do business, and where your organization is going.

But it is tough to do it this way. People want to hurry.

This is part of the reason we are offering a limited number of IT partners an opportunity to do a comprehensive consulting engagement and benchmark their results again similar companies. We want to show you how to this right so your mission, values, and vision fully engage employees and clients.

This 5-month program starting November 1 is called the Company Culture Challenge Competition and the results will be extensive video case studies that show your organization as a preferred partner. Many companies are asking their top vendor to sponsor them in this exercise so the vendor can also use these video case studies to prove their organization is a great channel partner.

Email me to learn more.

And... if you already have a mission statement, company values, and/or a vision statement, then now is a great time to work through Step 1 of the Company Culture Challenge to confirm these cornerstones of your culture actually reinforce the best possible experience for your clients, and fully engage your employees.
Be an Intentional, Systematic, Servant Leader.

David Russell, CEO

Success With People, Inc.
MANAGEtoWIN, Inc.

MEETING IDEAS

Most companies write their mission, values, and vision, and then never refer to them again. They gather dust in a drawer or on a wall, or get lost in a forgotten folder in people's computers. Or both.

My suggestions for a meeting discussion are just some basics. To more thoroughly consider these company culture cornerstones pick up a copy of my latest book, The Company Culture Challenge.

1. Read your mission statement. Ask your people whether your employees' behavior consistently reinforces this statement, and if so, how? If not, then why?

2. Read your company values. Ask your people whether your employees' behavior consistently demonstrate these values, and if so, how? If not, then why?

3. Read your vision statement. Ask your people whether the actions of your company are laser-focused on achieving your vision, or are there some activities you need to end so more resources can be invested in your most critical objectives. Discuss your conclusions.

If you need help, contact me.