Opinion by Thought Leaders
Read the latest opinions from tech & business pros across the globe.

How The Executive Team Can Help Transform Company Culture


Company culture: you hear this term a lot these days. But what does it mean exactly? Is it fluffy and abstract or quantifiable and measurable? Turns out, a little bit of both. Company culture forms the core of any business, large or small. It's what everything else is built around, forming the foundation of success. But while integral to each company's staying power, culture can't result from a top-down mandate that demands compliance; rather it has to be cultivated organically and reside in the collective hearts and habits of the people who work for you, points out Harvard Business Review. This shared perception of "it's just the way we do things here" has to be instilled from day one. You just can't teach optimism, conviction, creativity and trust. However, you can foster, grow, cultivate and encourage change.

It's up to the executive team to carry this through. It's the team's job to plant the company with culture, water it and watch it grow.

Turning the Ship Around

So, what happens when the company culture has gotten a bit off track and needs to be steered anew? Transformation is in order, and the executive team is the one to lead the charge. As someone who holds the valuable position of leadership, it’s your job to effectively facilitate a workplace culture that encourages each employee to flourish, says Business.com. Be prepared, any change you propose will likely be met with skepticism. After all, people as a whole tend to get into routines and become resistant and even hostile when challenged with sudden calls for change. That's why you must facilitate sustainable change that gives each employee a reason and a chance to flourish and succeed.

Changing company culture doesn't happen overnight. It's not like you can trade in your old culture for a new one like you would a car. It takes time, dedication, patience and a lot of tenaciousness. Attempting to push through a big change isn't as easy as it looks, especially when you know that cultural habits are well ingrained, for better or worse. Drawing on the positive aspects of the culture and turning the tide toward your advantage can offset many of the growing pains you'll experience along the way.

Tips for Fostering Sustainable Change

So let's get right down to the nitty gritty. Infusing change in company culture isn't a one-and-done proposition. It needs to be sustainable to effectively meet the challenges of longevity. Here are some helpful tips you as the member of your company's executive team can try to ease the burden of transition.

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Why High Performing Organizations Always Win


Winning. It's a place everyone wants to be, but few can actually claim. From sports to politics to school: high performing individuals make things happen. It's no different in business. You may already be an Executive of a high-performing company. Or you may be a competitor of one, always striving to hit that mark. So, what makes an organization a winner in terms of performance? From engagement of employees to leadership through all levels, there are certain qualities that define a high performance organization (HPO) from top to bottom. Let's take a further look.

Areas of Focus

Companies who hit the nail on the head in terms of top performance tend to focus on:

  • Performance goals
  • Employee engagement
  • Philosophy about why and how people work
  • Values-driven work culture
  • Teamwork approach
  • Efficient, effective processes that garner results
  • Strategic organizational vision and execution
  • Leadership throughout all levels

High performance organizations have been a subject of study for many years. In fact, the HPO Center has created an entire strategy to achieve it. They define a High Performance Organization as one that achieves financial and non-financial results that are far better than those of its peer group over five years or more through the focused discipline that truly impacts the organization. Research shows that there is a direct and positive correlation between certain factors and organizational results, despite which sector, industry or country you are in. They point out the five strands of success as being:

  • Management quality
  • Openness and action orientation
  • Long-term orientation
  • Continuous improvement and renewal
  • Employee quality

By following these factors, organizations can vastly improve anything from revenue growth and profitability to Return on Investment (ROI) and Total Shareholder Return.

The Why's of Winning

In order to understand why high performing organizations are successful, it's important to take a look at the foundation of the whole concept of the organization and how it's run. It takes a holistic approach to bring a healthy foundation of knowledge and experience to complex systems, organizational culture and performance improvement. It also becomes necessary to challenge existing beliefs as to what truly makes a winning company, working from the inside out to build and sustain powerful change capabilities. Interaction within all levels of organizations must take place, as each level shares experiences and resources to stimulate further success. Examples of foundational principles that define this approach include:

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Winning Brands Have Winning Cultures


A few weeks ago, we talked about building a winning culture and how fostering workplace culture that is considered "winning" goes much further than your bottom line. In fact, you must develop and nurture an environment that is conducive to forward-thinking, a successful mindset and a deep-rooted belief that you're all in this together. Today, we segment off that topic just a bit and talk about winning brands and what kinds of workplace cultures they are known for.

The strength of any initiative is driven by the core of the team behind it. Good isn't enough. Great is. In order to deliver great, you need to surround yourself with people who can drive the efforts to those goals fueled by the right attitude and determination. Once you have this in place, it's up to you or your designated "brand champion" to focus the team’s potential and deliver results. The brand champion is responsible for setting the tone of the company, inspiring a culture of positivity and unity so the team can better align itself with the big picture. That unity is the glue that holds the company together, ensuring its goals and objectives are met.

In order to have a winning brand, you have to:

  • Establish unified company goals.
  • Create a long-term plan that works with those objectives to reach goals.
  • Offer team incentives to meet goals.
  • Celebrate the wins and use losses as teachable moments.
  • Be a leader and guide the path to success.
  • Keep a positive attitude and have fun.

While all those bullet points are important, the last one may be the most. When you look at winning brands in this country, like Amazon, Google and Apple, you'll see the culture revolves around creating a low-stress atmosphere built on mutual respect that embraces out-of-the-box thinking. When you think of a winning brand, you don't picture people in cubes tied to their desks in suits (although that works for some companies!). Rather, you picture casual work environments where creativity is welcomed and the lines of management are blurred.

A lot of this culture-driven change stems from the generation leading the charge.

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