Co-Authored by Marc Umscheid, CMO, Chief Outsiders and Kristin Anderson, Partner, LeadQuest Consulting
In our first two blogs (Part one and Part two) on the subject of corporate culture, we have been making the case for the importance of a serious, top-down effort to ensure your company is united around a single vision -- and that your corporate culture is working for you, not against you. We’ve seen how such a CEO-led commitment can lead to riches beyond your wildest dreams (or, at least, measurably better performance), and we’ve heard directly from one CEO who grappled with the effects of a toxic culture before his personal involvement – and a committed effort -- restored balance across his organization.
Now that you have considered your role in the fortification of your company’s culture, it’s time to roll up your sleeves and get to work. To help get started, we wanted to give you a self-assessment that you can personally administer.
We’ve formulated three yes-or-no questions that you can use to diagnose issues with communication, trust, and collaboration at your company – along with some insights that will help you gauge the extent of the cultural discord that may be proliferating among your valuable human resources.
If you find that you cannot answer yes to all of the above, it’s likely you are not getting the kind of feedback that may be posted on Glassdoor or other public sites instead of coming to you. People may be telling you what you want to hear – and you’re, unintentionally cultivating “yes people” on your staff. And if you think you know why people are leaving your company, you’ll be surprised to know that a recent Work Institute study examining employee turnover found that 63 percent of the answers change when asked by a third party, or outsider, as to why an employee is choosing to leave the fold.
In our next blog, we will help you get ready for action. We will provide insight into the kinds of questions you should ask outside consultants to determine if they are the right people to guide and partner with you in your quest to capture the power of an even healthier culture.
See below for Marc's bio.
Kristin Anderson is a partner at KLA Consulting where she provides coaching for “leaders at all levels”, guides executive leadership in the development of their organizations culture of consistent high performance, and facilitates customized leadership retreats. Kristin has more than twenty years of business experience and brings a combination of corporate leadership, facilitation, consulting, and cross-industry expertise. She has held several senior leadership positions establishing a deep knowledge of the challenges of leading organizations during periods of growth and transition.
Topics: CEO Marketing Strategy, Employee Engagement, CEO Business StrategyThu, Feb 20, 2020