To enhance organizational leadership and culture, integrate organizational culture building with improving the organizational systems, performance management systems, performance review system, teamwork activities, change management training, and team leadership training.
In essence adopt a total organizational development perspective. Such a perspective forms the basis of the integrated organizational change and development framework.
The integrated organizational change and develoment framework is linked with an organizational culture building system that fosters organizational leadership, helps build high performing teams, and facilitates improvements in organizational systems. The system incorportes core values, key principles of organizational change management, culture-linked organization workshops, and culture-building process technology. With such a system, you could foster harmonious functional interdependencies of organizational systems and subsystems to achieve desired results for the long-run.
The integrated organizational culture building system and framework incorportes core values, key organizational change management principles, culture building model, and organizational development process technology.
Core values define organizational cultures for good or for bad. Values that are measured and are rewarded get attention. Values habitually behaved are values learned—and would define your culture.
The core values an organization and its key people subscribe to define its character and are central to the essence of its business, management, operations, and transactions. The same holds true for core values underlying organizational leadership and culture projects—particularly for them to lead to transformational organizational change or building high performing teams.
If you are passionate about building high performing teams and culture, start with insightful organizational culture assessment or organizational culture survey.
What fundamentally defines the intrinsic and manifest character of an organization should be agreed, formalized and measured on a regular basis.
Without solid guiding principles, the choices and decisions a business or an organization makes on an organizational leadership and culture building project and its outcomes would be left to chance. There would be no guarantee of achieving the sustainable organizational change, performance, and leadership the business craves. The organization would be banking on accidental or chance occurrences!
To build and sustain high performing organizational culture, the people should have and demonstrate the organizational commitment and the agility and intensity to support breakthrough organizational change and development that actualizes the organizational systems and the performance management systems. This would be achieved by using an appropriate organizational change and development process technology that helps you to imaginatively and insightfully diagnose, define, and address the cultural and human-factor implications of the organization's strategic situation and direction; and effectively facilitate focused leadership workshops and organizational change management training.
Building organizational leadership and culture requires focused, sustained effort, attention, and commitment. Yet, the basic process involves two primary stages, particularly as it is important to ensure that the people's actualizing attributes are in top or enabled condition and rewarded.
The first stage is the design stage. During this stage, key human factors, and key organizational systems, structures, technologies, and processes are identified, analyzed, and designed. If you stop only at this first stage you would not get lasting desired results. You may get some thrills, temporary satisfaction or superficial solutions. For long-term desired results, you should proceed to the second stage.
The second stage is the actualizing stage. This is the heart of long-term organizational leadership and culture, or any organizational change and develoment program—as it promotes the conditions for creating high-performance organizations, effective organizational synergy and excellence in organizational systems and subsystems. During this stage, the people's actualizing attributes are aligned and integrated with actualizing organizational systems and with optimized performance management systems. Basically, this second stage involves fostering optimal and effective organizational integration and synergy of actualizing attributes of the organization's structure, systems, facets, technologies and processes for sustainable high performance. In this way, organizational systems and people's actualizing attributes would be mutually reinforcing and harmonious in functional interdependence.
Overall, the two-stage process translates to this:
To sustain high-performing organizational culture and leadership, work on—and promote—core values, people's actualizing attributes, strategic commitments, and organizational lifestyle,—do this simultaneously with fostering effective synergy and harmonious functional interdependencies of organizational systems, structures, technologies and processes. And with effective facilitation of culture-focused organization workshops—or leadership workshops—you could enhance organizational leadership and culture, and the performance management systems.
You have to position any program of organizational leadership and culture building in your business to promote organizational versatility, facilitate the organization's strategic thrust,—while reinforcing people's actualizing attributes. You would find the following culture building solutions particularly helpful.
Building organizational culture begins with insightful organizational culture assessment and diagnosis. This would involve developing sound organizational, strategic, competitive and cultural insight.
You will have to start the organizational culture assessment and diagnosis with the leadership team or top management of your business. Doing this would engender high level organizational commitment and ownership of the assessment outcomes and organizational follow-through from the onset.
The organizational culture assessment should unravel the intrinsic core values, norms, assumptions, principles and rules underlying organizational systems, performance management systems, and the competitive and strategic posture, activities and drive of the business. The normative elements affecting the prevailing strategic and competitive situation—challenges and opportunities—of the business or organization should also be explored, highlighted and integrated in the assessment.
Based on the organizational culture assessment, culture-themed organization or leadership workshops should be designed and facilitated across the business and at all levels—they may be in the form of business focused and real-time interactive and reflexive roundtables, exercises and workouts.
The character of an organization defines its long-term quality.
What fundamentally defines the intrinsic and manifest character of an organization should be agreed, formalized and measured on a regular basis.
Using leadership workshops and culture-themed organization workshops and iterative wrkouts, develop and administer an organizational culture survey to explore what underpins the culture of the business. Then follow this up with identifying, discussing and assessing key factors and attributes that form the core of the organization's character—and agree the metrics and system for monitoring it. Align this understanding of the organization's intrinsic character with factors by which the organization measures its long-term business success or mandates—and then monitor the organizational impact within the framework of a periodic organizational culture assessment or audit.
You could incorporate in the organizational culture assessment, other organizational systems attributes and parameters that foster people's commitment to high-performance and organizational leadership. Learn More Here.
You could foster effective culture-strategy fit by imaginatively emphasizing the following themes in the organizational culture assessment.
You would find other helpful organizational culture assessment tools from:
Organizational Assessment ToolsTo sustain high-performance organizational culture and leadership, deploy a series of culture-themed organization workshops, and high-performance culture reinforcing workouts and messages in your business.
In short-duration leadership workshops/roundtables, forums, presentations, podcasts, bulletins, posters, vignettes, etc. reinforce the core values, strategic commitments, and organizational attributes which promote desired organizational leadership and culture.
You may use formal leadership and culture workouts to explore, clarify, promote and reinfore core values and leadership behaviours, attitudes and attributes that build and reinforce people's self-actualizing attributes and effective synergy in functional interdependence of organizational systems in the business. You should also explore, clarify and agree how they would be integrated in the performance management systems.
Furthermore, use the leadership workshops to keep the 'total organization development' outlook front of mind with the top management and the champions of change in your organization.
Need our technical assistance or partnership towards building organizational leadership and culture for sustainable desired results? Get Help:info@odsynergy.com.