Culture is an expansive term for “how we really do things here”; it is shaped by people’s values, behavior and shared experiences. It can be positive or negative, functional or dysfunctional depending on how people interact and manage the day to day activities.
When you walk into a room instinctively your inner radar activates. You note the surroundings and sense the subtleties. You see how people communicate and how behaviors are mirrored. You instinctively know if the energy is inviting or repelling. People pick-up signals consciously and unconsciously and respond to the culture at work.
Organizational culture becomes the business brand and the brand the culture when values align. Life is Good® is a prime example of this integration of culture and brand. Spreading optimism is their mantra and their product design reflects their beliefs. With a consistent commitment in deed and word people flock to work there, vendors want to partner in the “life is good” business. Resulting in global success as consumers buy their products because of a personal connection to LIG philosophy.
Life is Good® stands in good company with culture stars like Southwest Airlines, The Container Store and Zappos all who have been at the forefront of creating world class performance cultures. Organizations now enjoying significant growth and return on investment from their people-centric approach.
These cultures did not occur overnight; they were cultivated and designed with foresight considering strategic goals and what employees were asking for beyond the monetary compensation. With focused attention to deepening internal and external trust along their commitment to transparency, and growth they made a commitment to positive social impact.
For example, Life is Good® sponsors a foundation for children which “partners with leading childcare organizations to positively impact the quality of care delivered to the most vulnerable children.” While the Container Store “stands for an organization with heart.” It is an organization which depends solely on its employees to bring aboard like-minded people rather using traditional recruitment channels. Culture matters.
Comprehensive culture shift is complex, and doable. Change starts at the top with strong vision, funded development programs and consistent accountability metrics. It develops through two-way communication and taking action on the recommendations for improvement. It is sustained through consistency and innovation.
The keys to culture transformation are shared values, courage, commitment, action and trust all with a sense of humor and fun.
Is your organization ready for transformation? We can help you thrive.
Contact Us today for a Culture Assessment and Customized Change BluePrint.
