Developing a Values-Driven CultureBy Nancy Stampahar | Posted 2009-03-05 Email Print
Re-Thinking HR: What Every CIO Needs to Know About Tomorrow's Workforce
You can set the tone for your organization.
Do employees in your company get their work completed in ways that are in keeping with the organization’s desired values? Do the actions of managers match their words? If your answer to either of these questions is “no,” your organization is most likely experiencing performance issues and workers are not reaching their optimal potential.
Your culture is your organization’s personality. It answers the question, “What’s it like to work around here?” and shapes how people perform within your organization. A culture strategy is formed by shared belief systems and values that are intended to support both business strategies and personal development.
For example, if your organization values customer service, does it really know what your customers think of your service? Or, if your organization values self-directed employees, are you hiring people who take the initiative? A values-driven culture supports the human behaviors that bring about enthusiasm, passion and commitment— behaviors that are critical for success.
Envisioning the Future
The components of a culture strategy include:
1. A vision of the future
2. Shared values aligned with systems and processes
3. Critical success measures
4. Walk the talk
What is your vision of your future? It has been proved over and over again that people who are proactive and future-oriented are much happier and more fulfilled in both their personal and professional lives than those who are complacent, reactive and oriented toward the past. Those who remain stuck in the same old routine are just watching life and careers pass them by instead of living and embracing the world’s vast opportunities.