Because culture is no longer a “soft” feature of organizational success, it must be measured quantifiably so change can occur if necessary. The right company culture drives employee engagement, which can be measured by employee’s beliefs that they feel connected, are able to execute on a high level, and can collaborate with those around them.... According to [Executive Leadership Coach] John [Mattone], just 15% of companies measure culture, while 70% measure employee engagement. In order to better align employees with culture, leaders must accurately measure both and ensure that they’re aligned. In his new book, John discusses five key “cultures” that determine a company’s operational success:- Can-do culture: To what extent does your organization develop the inner-core values, beliefs and emotional make-up, and outer-core competencies and skills of employees that help the organization succeed?
- Will-do culture: To what extent is your organization’s vision, mission and purpose one that excites and motivates leaders and employees? Do employees truly believe that they can positively impact the business and add value to customers and society?
- Must-do culture: To what extent is there a clear vision and strategy for the organization? Do different parts and levels of the organization share the same vision?
- Individual culture: To what extent are leaders and employees true “role models”? Is there a culture of individual excellence and execution? Do employees “walk the talk”?
- Team culture: To what extent is there a team and collaborative approach to getting things done in the organization?
If organizations have these five engines operating at a high level, they will experience a strong culture that employees identify with, resulting in high operational success.
"Why a Strong Corporate Culture Requires Disruptive Leadership" BostInno. 2/3/2016
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