Financial Confidence | 8 steps to transform your corporate culture
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8 steps to transform your corporate culture

8 steps to transform your corporate culture

Team leaders are directly responsible for how engaged their team members are. Offering a great benefits package, flexible work schedules, competitive pay and challenging projects is a great start to giving your company the competitive advantage, but it’s only part of the picture.

Magi Graziano from KeenAlignment has put together 8 steps that are tried-and-true strategies to making a great place to work.

1. Understand the organization is a “human” system.

When leaders understand their organizations comprise a combined system of perspectives, beliefs, and preferences they can better intervene in constructing a corporate culture that inspires others to collaborate and contribute to the group cause outside the limits of personal agendas and egos.

2. Start the conversation.

Contact your employees and let them know you want to have a conversation. It does not necessarily have to be in person, but the idea is to understand how people feel about the culture of your workplace.

3. Take a real look.

Accept what needs to change and what needs to happen for the change to last. Once you have a handle on what is not working, allow the impact of this ineffectiveness to move you into action.

4. Own the impact.

See how you as a leader sets the tone and creates the space for constructive or destructive behavior in the workplace.

5. Create an inspiring vision.

If your employees do not understand your mission, they will have a harder time working in sync and accomplishing the collective goal. A grounded, motivating mission will prevent people from focusing on their individual experiences and goals.

6. Involve others.

Once you gain clarity on your mission and vision, you must communicate the message to the workforce. Every person in your organization has a unique perspective and way of listening, so you should target your message accordingly.

7. Design and follow a road map.

You must formulate a specific action plan. This road map includes the desired outcomes, initiatives, programs, training, projects, and timelines.

Every person involved in this process needs to understand their specific role, as well as the expectations to achieve the desired results. Knowing who is responsible for keeping the individual items and initiatives on track, is necessary to move forward.

8. Measure what matters.

Articulating and tracking key result areas gives insight into what is working and what is not. There needs to be accountability from the top to the bottom of the organization for it to flourish.

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