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Prudent Preparations for Business Sustainability.

You already know investment in maintenance and support of your people is necessary, in addition to investment in your business processes and technologies.

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But simply a job or money alone will not optimally support your valued personnel to reliably use their best discretion to sustain your company’s performance. 

MoneyAlone

What will support your valued employees’ constructive discretionary involvement?

Respect — behavioral, emotional, intellectual

Respect(Sqr)The ⇧ above “Respect” link leads to a STEM-based, neuro-biological description of “Why?”

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Let’s dig a little deeper below ⟱ to begin with a layperson’s description (to be also backed by science) of “Why?”    Please scroll down with me as we do this… SupportValuedPersonnel

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Trust, with accountability  Trust(Sqr)<

Reliability & relevance of support  Rlblty&RlvncOfSpprt<

Inclusion Inclusion<

Empowerment for discretionary contributions  EmpwrmntToCntrbt<

Opportunities for personal growth & development  Opps4PrsnlGrwth&Dvlpmnt<

Honest engagement  HonestEngagmnt<

Opportunities to give and to receive recognition  Give&RecRecogntn<

Remember,

“Culture eats strategy for lunch!”     CultureEatsStrategy

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Strategies aside, how well does your company’s culture support all of the above?

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How do your business culture and strategy relate? 

Culture+Strategy?

The most effective business leaders today are increasingly taking a “whole person” perspective in their focus on maintenance of their employees, for optimal cost-effective business performance.

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Employees have various kinds or “levels” of needs.

Maslow'sHierarchyOfNeeds(Orig'l 5Levels)

Five Kinds of Needs

To be most effective, this whole person focus requires supporting employees’ basic needs, yes, for reasonable comfort and safety, at minimum,

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plus supporting their personal and work group achievement and responsibility needs

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to inspire and catalyze “super performance” among your employees.

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This is aided by an effective alignment between basic organizational values, employees’ motives and skills, and your organization’s mission, vision, and practice.

Employee&MissionAlignment

The challenge is that your organizational mission and vision do not necessarily always match actual “practice.”

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This is because, typically, organizational structures, systems, technologies, and skills/qualities of personnel may not always match precisely what is needed.

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This is when people may become jaded or defensive.  Ideals are replaced by cynicism.

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The result is reduced effectiveness, at the individual, team, and organizational levels of performance.

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How to address?

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The Right Purpose, Attitude, and Tools with Support

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This requires creating a solid culture foundation to your enterprise.

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A solid culture foundation will enable your company to withstand, overcome, and put to constructive advantage the challenges that will inevitably be faced by your company personnel.

OrgCulture(Complex)

With a strong culture foundation, not only you, but also your employees, will be optimally engaged in tackling company goals. 

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Wouldn’t you like your employees to apply their discretionary time and attention to success of relevance to improved company competitiveness? 

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A truly solid, values-based, and behaviorally-defined culture foundation will serve you and your company well in this regard.

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So where do you start? 

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Well, in reality, you already have started.  Your company already has an operational culture.

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The first step is understanding where you are now.

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This is easier said than done.  For example, start with the three people you trust most, who know and care, to give it to you straight.  How far does this take you?

CountsVsCountedHow accurately do you or they understand how optimally your people are strategically driving the processes and technologies used by your firm to compete and excel in the marketplace? 

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What kind of room for improvement is there, working with what and whom you have?

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How well are your people supported to drive processes and technologies to competitively meet and exceed customer expectations, drive market share growth, and sustain an effective balance between stability and adaptability over time?

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How well are your employees empowered to think and act like constructive and adaptive company owners in your organization? 

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Do you see evidence of low or diminished morale in your workforce? 

LowMorale?

Are employee sick-leave rates increasing?  Is employee turnover a problem?  Is productivity, or quality, or consistency suffering?

PrdctvtySffrng?

How timely and effective is communication between your company divisions or other units? 

CompanySilos

Your workplace culture considerations will do well to include a focus on the structures, systems, and technologies already in place that support your employees to give their best on the job.  It can then also include a consideration of what may be missing.

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OK.  If so, how do you learn this?  Whom do you ask?  What do you ask?  And then, how do you organize the information and make the best use of it, to the advantage of your enterprise?

HowOrganize?

Won’t this be difficult and time-consuming — and expensive?

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Working with other business culture consultants might very well be difficult and time-consuming — and expensive.

OtherCltrCnsltnts?

  (And for exactly what purpose, did you say?)

 

When working with Business Culture Solutions, LLC, you are afforded the opportunity to eliminate your guess-work as you move forward into understanding your own business culture as related to your company’s performance.

WithBCS

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 your options to learn how you do this.

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How and why we are different.

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How we work.

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For even more information about why workplace culture may be important for you to think about, click here.

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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, RFP 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 email or by telephone (330-472-2559) for more information 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 or more of our blog entries, to which our readers can also respond.