TAKE TIME TO ADOPT YOUR COM­PANY’S CUL­TURE

The Star (Kenya) - - News -

Com­pany cul­ture can feel hard to

con­trol, which is why many lead­ers avoid de­lib­er­ately cre­at­ing it. But you can’t just let cul­ture hap­pen. In fact, com­pa­nies should be as in­ten­tional about cul­ture as they are about strat­egy and busi­ness model in­no­va­tion.

You need to have tough

con­ver­sa­tions about what your cur­rent cul­ture is, and what your ideal cul­ture looks like. Then you can work to bring the two closer to­gether. Fo­cus­ing on three el­e­ments:

Out­comes.

The things you want (and don’t want) your cul­ture to achieve. Be­hav­iours. The vis­i­ble parts of your cul­ture; the pos­i­tive or neg­a­tive ac­tions peo­ple per­form ev­ery day that re­sult in out­comes. En­ablers and block­ers. The for­mal or in­for­mal poli­cies, rit­u­als, ac­tions, and rules.

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