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Basics

To begin, every organization has a culture, just as every individual has a personality.

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A company culture develops quite naturally as the founder(s) of any given organization build their business.

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Successful organization cultures change naturally over time as leaders, circumstances, and personnel change.  Some of these changes can be good; others perhaps not so good.

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Your focusing on organizational culture could matter most if and when your organization must be adaptive, but finds re-occurring difficulties with adaptability.

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If culture is like personality or character, then it matters… to what extent is the culture adaptive to both the external and internal realities. If it’s not adaptive, it matters a lot. If it’s adaptive, it doesn’t matter much, people don’t notice it, they just go along their merry way. So culture really only matters when there is a problem. In the same sense that personality only matters when things aren’t working right for you. Otherwise it’s just there. It’s part of you.

~Edgar Schein, Ph.D., as quoted by Tim Kuppler at CultureUniversity.com

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We at Business Culture Solutions look at organizational “culture” when you have a significant performance challenge and

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☞ “simpler” performance fixes haven’t worked

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☞ there remain significant organizational performance issues that must be addressed via a change in behavior.

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We help you to consider to what extent looking at your business performance culture — a strategic view of the “people” side of operations — makes sense.

We help you tailor how you want to examine your culture.

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Value-added to you and your organization could include enhanced

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☛ resilience

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☛ agility

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☛ sustainability.

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As in most areas of living and performance, failure to develop a strong and well-grounded foundation will create automatic limits to the heights and depths to which you can explore, sustain, and perform.

PoorFndtnThe same principle applies to company culture and performance.

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How well do you already provide the necessary maintenance and support to the people side of your business operations, alongside maintenance and support for your business technologies and processes?

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KeepEverythingRunning☛ Are you as clear concerning maintenance & support requirements for OPTIMAL PERFORMANCE OF YOUR PEOPLE as you are for your company’s technologies and processes?

 

SupportTakeNoteROIMetricsPerformance

 

 

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Can you clearly metric your investments (or lack) in EMPLOYEE MAINTENANCE AND DEVELOPMENT, specifically in relation to your company’s competitiveness, adaptability and profit?

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Are your investments in your people actually paying off?

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Mid-market and smaller companies vary widely in terms of quantity, formality of, and quality of investment in the maintenance & development of their people alongside ongoing investments in maintenance & development of their technologies and processes.

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Ditto for the K-12 public schools who, generation after generation, feed potential workforce participants to companies.

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The best performing companies, as well as schools, do not blindly invest in their people.  With feedback enabling course corrections as necessary, they invest optimally in the integrated maintenance and development of their people alongside technologies and processes.  This includes paying attention to in-house climate factors.

  People3-leggedStoolProcesses                        Technologies

 Basic Culture Foundations =  Prudent Preparations for Sustainability.  What are these?   Read more…

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Your workplace culture considerations would do well to include a focus on your strengths — the structures and processes already in place that support you and your employees to give your best on the job to reach key performance goals.

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It can then also include a consideration of what is missing.

 

We help you clarify which basics of a strong and resilient workplace culture are already in place and what may need improvement.  

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Check out how to begin.

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How we work:  Click here.

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Learn even more about why workplace culture may be important for you to think about.

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I worked with Norman and was very impressed by his passion for helping people and his commitment to implement the same practices in his life that he asks his business clients to implement in their business. Norman will do what is right for the business and ensure the interventions recommended are effectively implemented. I recommend Norman without reservation. 

~ Ron Finklestein, President & CEO, RPF GROUP INC.

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Your Inquiry is Welcome.

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You are welcome to contact us for information and to explore if and how our products and services may be of benefit to you and your organization.

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You may contact us by e-mail

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or by telephone (330-472-2559) for more information as related to your specific situation, interests, and needs.

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You are invited, if you would like, to post a question or comment to one of our blog entries, to which our readers can also respond.

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