“Culture evolves in one of two ways: by design … or by benign neglect.” – Doug Lipp
Far too many organizations struggle to create—much less sustain—their culture.
Indications of a dysfunctional culture are usually crystal clear … if only one’s eyes and ears are open.
Although a thorough organizational culture assessment can be quite complex, my advice to clients is to start the journey with baby steps, (and below are two steps I highly recommend);
- Don’t start by wordsmithing a new set of values.
- Do start by identifying behaviors exhibited by employees, (from C-suite, to front line) that either support your stated values, or undermine your values. After all, behaviors are the most accurate barometer of organizational health;
- Which behaviors positively reflect your stated values? How are they supported?
- Which behaviors are disruptive, or contrary to your stated values? How and why are these behaviors allowed?
Below is a basic outline of questions I pose to clients at the outset of an organizational culture needs assessment. Remember, starting with baby steps—and focusing on behaviors—is the key.
Organizational Culture Assessment – Interview Questions
How would you describe the culture of your organization?
Positive: A) Innovative? B) Supportive? C) Trusting?
(How is each demonstrated via behavioral examples?)
Needs Help: A) Stuck in a Rut? B) Everyone is on their own? C) Lacking trust?
(How is each demonstrated via behavioral examples?)
How does the current culture of the organization demonstrate excellence in:
- Employee Recruitment, Interviewing? If not, why?
- Employee Onboarding (new-hire training). If not, why?
- Ongoing Employee Development (for all levels). If not, why?
How does the current culture of the organization demonstrate valuing employee engagement?
- Employees’ opinions are sought out, acted upon. How? At what frequency?
What are the most urgent issues to address for improving:
- Staff engagement, morale, loyalty?
- Customer/Client/Patient experience and loyalty?
In the next year, what actions will you take to reach excellence in customer experience and staff engagement?
- Once reached, how will you sustain the momentum of excellence?
- Who is in charge of your organizational culture? Who else needs to be involved?
Remember, taking baby steps and focusing on behaviors are vital. In closing, below is a powerful quote that beautifully condenses the definition of organizational culture:
“Culture is what people do, every day, without being constantly told”
What are your people doing every day?