Today, it is widely recognized that organizational culture and values significantly influence employee motivation and engagement, which are critical to achieving optimal results.
We view the structure of an organization and its culture as an ecosystem where the most important, foundational value is people (people-oriented culture). Having a people-centric organization and culture creates an environment where employees are at their most creative and productive, pursuing the realization of a shared vision.
If the organizational culture is weak, unproductivity prevails, employee happiness is low, and attracting and retaining talent becomes difficult. In addition, the company’s results do not improve year on year, and any success achieved comes at the cost of high stress, which negatively impacts long-term development.
Most organizations today undertake inevitable transformations. In the process, they need to reassess their vision, strategic goals, and values.
Organizational Culture Diagnosis
Every organization is unique, with its own DNA shaping its organizational culture, communication patterns, and behavior.
Based on that understanding, an important step is diagnosing the mindset of employees and the existing organizational culture. Such a diagnosis is conducted through in-depth interviews and working meetings, after which a detailed report is prepared, outlining the challenges facing the organization.
Value System
Every organization has a system of values. While sometimes this is declared expressly by the leadership, often the values and corresponding behaviors that are encouraged are shaped by the team members themselves. The latter tends to happen when there is a lack of centralized communication from the leadership.
Importantly, in today’s world, organizational culture is no longer only top-down; it is co-created by both the leadership and the employees.
To form a sustainable value system, it is imperative to involve both the organization's management and the team members, aligning them with a shared set of values which is clearly conveyed. In this regard, we assist organizations through workshops and working meetings.
The next step is to visualize the declared value system, integrate it into a “culture book,” and embed these values into everyday activities. For example, these may be reflected in policy documents, processes, and procedures. We also help organizations to translate their declared values into a communication plan, detailing the necessary actions for the implementation thereof.
Leadership Support Program
To build an organizational culture, it is essential to implement a leadership support program for both upper and middle management.
This sort of program often supports the organizational changes needed to embed the updated value system and culture.
It involves active collaboration with the management team through working meetings and coaching approaches. Elsewhere, workshops help to define and formulate leadership models, approaches to employees, internal company relations, collaborative principles, and more.
In a leadership development program the first step as a leader involves identifying strengths and areas for improvement through self-assessment, followed by working toward development through individual coaching sessions.
Team coaching sessions are also held, covering topics such as building mutual trust, motivating employees and encouraging their self-motivation, conflict management, delegation versus micromanagement, openness to change, and constructive feedback.
The themes of the team coaching and workshops are tailored to the specific needs of each organization and can cover other topics if required.