Company Culture 102: How to target your aspirational culture
“Change before you have to.”
Culture change or evolution is one of the most challenging projects for a leadership team to undertake. In fact, culture change is so difficult that many leadership teams choose to not address it all, or take a top-down approach that mandates a new set of priorities. The cost, in either case, is lower employee engagement, and performance that suffers across the board. requires every leader, manager, and employee to internalize a new set of priorities which constitute the aspirational culture for the company’s future.
True culture change requires every leader, manager, and employee to internalize a new set of priorities which constitute the aspirational culture for the company’s future. This process takes time and requires a consistent and quantifiable framework for tracking progress. But how can you measure something that is qualitative like culture?
A new breed of analytics is emerging around culture management. Culture analytics allow leadership teams to quantify and visualize their culture in new ways. It logically follows that if you want to change your culture, you must have some ability to measure where you are today, and subsequently measure progress towards a target. Culture analytics focus on helping companies shift the content of their culture i.e. what values are prioritized while also maintaining culture strength. These metrics can and should be tracked across an entire organization for the duration of a culture change initiative.
At this Fortune 500 company, the leadership team utilized culture analytics to define their aspirational culture—one that focused on increasing adaptability in response to increased competition—and are able to see how they are tracking towards this goal. The question you need to ask yourself before undertaking a culture change initiative is whether you have the tools in place to achieve your goals.