One reason your culture is weak

You design.  You build.  You maintain.  Virtually everything you do to own a home relates to one of these activities.

Your company culture is similar.  You have a design, or inspiration.  You build, or define it.  Then you maintain it so your culture can inspire and manage the growth of your organization.

But you may have a problem, or many problems.

1. Your company culture is NOT clearly defined.
2. You have a mission statement, which is WHY you are in business;  a vision statement which is WHERE you are growing or growing as an organization;  and a set of values, which is HOW you do business...  but nobody, including yourself remembers what they are.

How can you make decisions based on your mission, vision, and values when you do not know them?  If you as a leader in your organization are not making decisions based on these company culture cornerstones, then how can you expect your employees to do so?

The strategic problem is typically your mission, vision and values:

• Do not exist
• Are too vague
• Are too long
• Are too generic

How many cornerstones are required to properly construct a building? Four.

How many company culture cornerstones do you have in your organization after you have defined your mission, vision, and values? Three.

What are you missing? Another strategic problem you have is your company is missing the fourth cornerstone, which is the most important of all:  Accountability. 

Your company culture cannot be consistent with out this critical fourth cornerstone of accountability.  This is true even if you have the most inspiring mission, vision and/or values.

The concept of four company culture cornerstones is something I developed back in 2003.

The key tactical issues you have are that:

1. You are not a role model for your company culture.
2. When explaining a decision, you do not relate your answer to your company culture cornerstones.
3. When asked for a decision, you do not ask the person what they think the decision should be based on your company culture cornerstones.
4. During your monthly team meetings, you do not require each individual to explain at least one instance of how they have demonstrated your company culture cornerstones.
5. You do not provide written feedback on how well each employee is demonstrating your company culture cornerstones in your annual performance reviews.

Every month I am working with our Clients to define unique company culture cornerstones that reinforce their core beliefs, and engage each employee individually to do their best.

Over the past 10 years, internally we have streamlined our values from 10 values, to seven values, to what we have now, which is four values.  We have done a major change to our mission and vision once.

Here is where we are today.  I work very hard to try to confirm every decision I make is based on these company culture cornerstones.  I encourage my people to do the same.

MISSION

No "Bad Bosses"

VISION

We are the best leadership investment our Clients ever make.

VALUES

Systematic Power

We achieve clear, measurable goals with fanatic discipline.

We pilot ideas with empirical creativity. 

We constantly plan for the future with productive paranoia. 

We follow-up and follow-through.

We grow without debt.

Meaningful Work

We work for the glory of God and/or a cause greater than ourselves. 

We do work that is personally fulfilling.

We make decisions based on facts rather than emotions.

We treat everyone with honor, respect and dignity.

We always leave something better than it was before.

Sincere Gratitude

We are thankful for what we have. 

We regularly remind each team member why we value them in ways they prefer. 

We balance our personal and professional lives. 

We are humble. 

We have fun. 

Good Character

We always act and speak honesty.

We produce excellence, not "good" or "above average."

We say "no" or "not yet" to stay focused.

We demonstrate tenacity rather than persistence.

We "practice what we preach."

Our new values are short, concise, and easy to memorize.  I know our top level values, plus our mission and vision by heart.  Have you memorized yours?  How many different answers would you get if your people were asked to explain the core values of your organization?

If you want a stronger company culture, then start with the cornerstones of your organization.  Cultures win when competing to hire top talent or win new business.  Your culture is the only aspect of your organization that cannot be copied or stolen.  Make it a priority before it's too late.