ORGANIZATIONAL HEALTH VS. PURPOSEFUL CULTURE
Health is more than employee engagement; culture is more than pizza parties
As individuals, we know we should maintain our health. Organizations are really no different. Prevention, diagnosis and remedy are critical elements of maintaining organizational health.
Health will only take your organization so far, however. Every organization has a unique culture, a system of beliefs and values that determine how the organization accomplishes goals and gets things done.
When an organization has a purposeful culture –one that is consciously shaped to align with the organization’s business strategy – it can accelerate achieving desired results and enable optimal performance levels, creating a differentiated business with a competitive advantage.
The Work Effects difference is our focus on not just on what gets done, but how aligned and purposeful the actions are to get you there.
Work Effects has refined a number of tests to determine an organization’s wellness. These are the organizational equivalents to checking your cholesterol level, blood pressure, hearing or vision. Work Effects measures and analyzes a number of attributes within each of our seven dimensions to provide a comprehensive organizational health profile.
Organizational Health is measured on a bad-to-good scale. Organizations want the highest score possible - to be in the best health possible - to assure the highest levels of engagement among all the parts.
Organizations with good health witness greater employee engagement and increased quality providing greater customer value. It also improves internal and external performance while retaining the best employees and attracting new, high-quality talent.
Work Effects has identified 10 cultural dimensions that can define the unique attributes of an organization. Within each dimension are two opposing attributes that illustrate the organization’s unique culture. By guiding an organization to the culture that best supports the business strategy, Work Effects can help an organization realize its full potential.
But it’s not a bad-to-good measurement; it’s a good-to-good measurement, a choice of attributes that best suits the organization’s vision, mission and strategy. A purposeful culture is one that complements an organization’s strategy and accelerates results. A misaligned culture inhibits performance and slows growth.
Understanding your Organizational Culture, both what it is today and where it needs to be to support your organizational strategy, is where the real power lies. According to research by James Heskett and John Kotter, purposeful culture can account for as much as 50% of the competitive difference between organizations.
The How- Phases of Culture Transformation
We have found less than 5% of organizations have “cracked the code” in purposefully aligning their culture with their strategy. While many go through the motions of doing an engagement survey, conducting values activities, or a host of other efforts. These efforts often don’t result in any significant change in the organization’s core cultural beliefs. These efforts often create a false sense of hope that it will unclog the molasses standing in their way which then helps to create more billable hours for the consultants they have hired for the event of the day/month/year/cycle.
A culture transformation is not an event rather a journey. It isn’t about going to a workshop, attending a training class, or performing some expansive set of extra duties. It is about integrating the topic of culture and your “secret sauce” into every existing exchange you have. It isn’t extra work…it is the work.
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