Culture Amp on LinkedIn: Culture First Global: A free, virtual conference | May 14 & 15 (2024)

How strong is your culture? Here are 8 Questions to Help You Build a Winning Culture...Imagine if every employee in your organization agreed with this statement-"I am a valued member of a winning team doing meaningful work in an environment of trust."If you want to create a winning culture, here are 8 culture building questions to get you started:1. How clear are your team members on what truly matters most to the organization and the customers they serve?2. How aligned are team member behaviors (e.g., prioritization, time management, collaboration, etc.) with those things that matter most?3. Do team members see a connection between their daily work and the goals of the organization?4. How credible are your leaders? Do they have both the character and competence to effectively lead?5. Would team members choose to follow your leaders if they weren't bestowed with the title 'leader'?6. Do your leaders create an environment of trust - starting with their own behaviors?7. What processes and procedures does your organization have in place that allow your people to bring the best to work? Which ones hold your people back?8. Is your team winning or losing? Does everybody know?Answer these 8 questions on your own and invite your team members to do the same. Then, get together and have a candid conversation about your answers.Doing so, is the right first step to building a winning culture in your organization.https://lnkd.in/gacSDSJs

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The formula for a connection culture begins with an inspiring vision that is threaded by values and gives people a voice.Just finished the course “Creating a Connection Culture” by Michael Stallard! Check it out: https://lnkd.in/gasUpAQk #collaborativeenvironment #organizationalculture.

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We drive behaviors when we want to drive a culture. When a CEO says he/she wants to drive this and that culture, a question worthwhile to ask him/her is…Are you willing to let go of your top performers should they behave in ways that are in total contradiction of the culture you desire!Not many might be able to do that. This is the reason why some of the corporate cultures are in the slides and on the wall. 😀

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Just finished the course “Creating a Connection Culture”!Connection culture happens when leaders communicate and inspire vision, value people as human beings, and give them a voice.Check it out: https://lnkd.in/g4v_z5wR

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Today brings a much awaited event:“Building Company Culture through Relationships Panel and Workshop”, (https://lnkd.in/gMn4YqcH) hosted by fellow Countermeasure Daniel Klompmaker.👏 Congratulations and thank you for hosting, Dan!Some questions that sit with me,Why do companies want to intentionally build, or not, culture?⭐️ How does the relationship with yourself impact your company culture? How does it impact you and your team’s results?When we talk about culture and relationships at work, I suspect that we’re typically thinking external interactions with others.Our own core beliefs, thinking, and emotional experiences shape our actions, though. So, it seems reasonable to think that our relationship with ourselves (including our internal dialogue) will impact our external relationships and company culture (consciously or otherwise). Right?It’s time we consider not only external and visible processes, but also internal human ones. David Bovis, M. npn and Levent Türk (🧠Mr.BTFA🧩) call this internal process BTFA (believe, think, feel, act).Bob Emiliani has written about this in “A Changed Perspective”. A Changed Perspective: An Essential Guide for Emerging Leaders https://a.co/d/4rhV8fRTaichi Ohno said, “We are doomed to failure without a daily deconstruction of our various preconceptions.”Have you thought about your thinking yet today…? Happy to assist with your reflections; just get in touch. Respect humanity. Improve work.www.theotherci.com #culture #btfa #tps #lean #leadership #relationalwork #emotionalintelligence #continuousimprovement #consciousleadership #respectforpeople #manufacturingexcellence #engagement

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The System of Culture-38 Questions You Need to Ask!Your organization’s values should be the foundation on which your culture is built, right? But here is the problem. Many of us either inherited our company values from people we may never have known, or we created them in some “Mission, Vision, Values” exercise years ago and never bothered to determine their current relevance. We simply checked a box.Your company values may or may not change over time, but they certainly need to be regularly evaluated for their relevance. Our values can set us apart in the marketplace or they can simply be words on a page.In the legacy cultures with which I have worked,Southwest Airlines JetBlue Shake Shack, the values and behaviors are relevant, active, integrated and well-communicated. If you aren’t sure if your values are currently serving to drive your performance, consider sitting down as a team (not just a leadership team, but a team representing all employees) and answer these questions as honestly as possible:1. How do our company values align with the current needs and expectations of our customers?2. Will our company values drive performance?3. Will our company values attract top talent?4. Are our company values adaptable enough to navigate through disruptive changes in the market?5. How do our company values differentiate us from our competitors in the current marketplace?6. Are our company values driving innovation and encouraging us to stay ahead of the curve?7. Are our company values inspiring and motivating our employees to deliver exceptional results in the current business landscape?8. Is there a chance our company values have been minimized to a lowest common denominator, signifying no behavioral change?These questions are important. Take the time to ensure your values are the right values for YOUR company. There are no “right” values, only values that are RIGHT for your team.Next week, I will share with you how to supercharge your values to turn them into your company’s secrets weapon! See ya next week!#values #culture #culturematters #innovation #leadership #simmonsgroup

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Great culture starts with connection. Compass, Insight Global's Culture ConsultingDivision, helps people connect to each other, their purpose, the company mission—and reach the results that matter most. Because when your people thrive, so does your business.See how we're getting to the heart of connection below:

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Culture starts from the top.Step 1: Define your culture.Step 2: Get your leaders on board.Step 3: Deploy a recruitment strategy that ensures that when you recruit, you add value to and strengthen your school's culture (and not the opposite).When the MAT CEO, Headteachers and Senior Leadership Teams represent your trust's values then this funnels right down through every member of staff and to pupils.#recruitment #culture #strategy #leadership

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Being a career and business coach, gives me a unique insight into what things employees actually value, and what culture factors contribute to company growth and employee retention. In other words, because of the confidential nature of my work, people tell me what they really think. Commenting on this post by Steven Bartlett - The best way to improve company culture is to treat people at all levels, the same way you want to be treated. Coach people who are not behaving humanly, kindly, ethically or professionally - and if they are not open to changing get rid of them. And finally, pay people their worth and if you promise them something then do it, there's no quicker way to lose trust and employees than when your actions are not congruent with your word.There I said it! Give this post a like if you agree.#business #coaching #career #people #culture

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