The words on your wall need to reflect the culture you HAVE, not the culture you desire. If you want to create a strong, results-driven culture in your organization, focus on these key areas:
Define Core Results (Not Values)
Companies most often focus on defining values, these broad, aspirational words that rarely have daily actions. (Not your fault-books and consultants have been pitching this since the 80’s). Instead, define the core results you want to see. Ask yourself, “What measurable behaviors and actions should your team consistently demonstrate?”. Clarifying expectations in results drives real behavior.
Build Scalable Processes
Every system you have should reinforce a result you are trying to achieve. Take a look at these processes to check for fundamental alignment.
- Onboarding – By the end of onboarding, are your employees equipped to produce immediately?
- Operations – Can you justify the value of each and every workflow or process?
- Training & Development – Is this an effort where you go through the motions or are you achieving real progress?
- Compensation & Performance – Are you actually incentivizing the work that drives sales, engagement, and customer satisfaction?
Act Your Wage
As a leader, your team takes cues from you, and you’re earning the salary that requires strength in leadership. Show them what results-driven leadership looks like:
- Talk about results and take ownership, good or bad.
- Publicly contribute to positive results.
- Show confidence in your team’s ability to succeed.
- Maintain consistency in priorities. If a shift has to happen.
It’s time to stop just talking about culture and start taking action that makes a real difference.
