“You need to be professional, have integrity, and work within great ethics — particularly if you work in a highly regulated space. You must treat people well, appreciate them and reward good behavior internally and externally. The customers’ and clients’ best interests must be considered first and foremost. Honesty, respect and ethical service can become any great company’s hallmark if done correctly. At the end of the day, your personal values reflect how you approach your business.” - Robert DeFalco Owner of Robert DeFalco Realty
In a recent Forbes article featuring Robert DeFalco, the intricate relationship between organizational culture and business success is explored, revealing that 46% of business leaders attribute employee productivity, engagement, and retention to culture. Surprisingly, 90% believe that the importance of a company's culture has heightened in the current business climate.
Unraveling the Complexity of Organizational Culture
Culture, often misunderstood and oversimplified, extends beyond mere "employee engagement" or "values." Robert DeFalco, president and owner of Robert DeFalco Realty, encourages a deep dive into the levers that shape organizational behavior for meaningful transformation.
Lever 1: How Leaders Set Direction
Leadership plays a pivotal role in shaping attitudes and engagement. Whether setting specific goals or adopting evolving ones, leaders influence the team's confidence and energy. The perspective on the future – as an opportunity for success or a threat – significantly impacts team motivation.
Lever 2: How You Achieve (and Reward) Results
The nature of work influences how results are achieved and rewarded. Finding the right balance between speed and precision is crucial. Leaders can guide their teams by understanding individual motivations, whether intrinsic desire for success or the allure of tangible rewards.
Lever 3: How You Lead
Leadership style defines organizational culture. From fostering autonomy to maintaining control, leaders shape team dynamics. The decision-making process and the approach to consistency or leveraging differences contribute to the overall culture.
Lever 4: How You Form Relationships and Networks
Leaders define work structures within the organization. Evaluating the impetus for interaction – whether fostering competition or encouraging collaboration – is crucial. Toxicity in a competitive environment can be detrimental, emphasizing the importance of mutual support.
Lever 5: How You Communicate
Effective communication is a cornerstone of successful culture management. Authenticity is valued, and leaders must strike a balance between managing perceptions and maintaining transparency. Discerning what information requires selective disclosure is vital for building trust.
Lever 6: How You Compete
Competitive strategy directs organizational energy and resources. Leaders must decide whether to focus on internal improvement or seek external differentiation. The chosen strategy influences customer acquisition and retention methods, shaping the organization's position in the market.
Lever 7: How You Learn
Achieving desired outcomes requires a balance between action and analysis. Leaders must decide whether to replicate proven solutions or encourage experimentation. The organization's preferred method of learning influences decision-making and team knowledge acquisition.
Lever 8: How You Change
Leaders must be mindful of the organization's approach to change. Reacting to significant events or proactively initiating change influences outcomes. The target and scope of change, as well as the implementation method, contribute to the organization's adaptability.
Levers for Success: A Tailored Approach
There is no one-size-fits-all approach to organizational culture. Success lies in evaluating the organization's current standing and aligning the levers with the desired culture and aspirations.
*Source: Forbes - "These 8 Levers Of Organizational Culture Will Drive Great Performance" Written by: Ron Carucci*
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