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Managing Vision, Purpose,
and Culture
OVERVIEW:
The
best strategies are laid to waste by poor
execution. An organisation's vision and
strategy are useless if employees do not
understand them, are not committed to
achieving them, or do not have the necessary
skills. That is, once your organisation's
vision and strategy are set, "managing
vision, purpose, and culture" becomes
imperative:
- Ensuring
employees understand and buy in to the
mission, vision, and strategy
- Helping
individuals and teams prioritize efforts
and focus on what counts
- Aligning
individual and team goals with organisational
objectives
- Identifying
clear and relevant measures of success
- Creating
a strong and unified culture
- Reinforcing
and sustaining peak performance with
the "organisational levers"
Our
program will help you identify your strengths
& weaknesses in the area of managing
vision, purpose, and culture. It will
enable you to prioritize your opportunities
for improvement, and furnish you with
ideas, skills, tools, and processes to
enhance your success. This program contributes
to both leadership development and organisational
development.
WHO
SHOULD ATTEND:
This
program is available as a 1-day workshop
for supervisors, managers, or teams. The
1-day workshop also functions as an overview
session for our consulting in this area.
PROGRAM
CONTENT:
See
the two templates below.
PROGRAM
RESULTS:
- Leadership
and organisational development
- Enhanced
organisational effectiveness and better
execution of strategy
- Improved
focus and alignment on your team or throughout
your organisation
- Increased
employee motivation, buy-in, commitment,
and productivity
- Reduced
absenteeism and turnover
- More
employees with their eye on the big picture,
taking initiative, and producing results
UNIQUE
FEATURES:
- Combines
education, facilitation, consulting, and
coaching
- Combines
theory and practice
- Provides
cutting edge ideas, tools, checklists,
and audit templates
- The
content is valuable for a variety of leadership
roles and responsibilities beyond the
scope of this program
- Combines
leadership and organisational development-the
ultimate win-win!
- Consulting
program includes our "organisational
audit" surveys
PRICING:
- One-day
leadership development workshop (up to
12 persons per group): $3,200
- 20%
discount for Government Organisations
(Federal, Provincial, Municipal), Educational
Institutions, Charities, and Non-profit
Organisations
- 100%
value guarantee
MORE
INFORMATION:
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Six
Key Principles of Managing Vision,
Purpose, and Culture |
| 1.
Employee socialization & participation |
- How
can a company succeed if the employees
do not understand where the company
is going and how it is going to
get there?
- Help
employees understand your firm's
mission, vision, and strategy; basic
customer needs and expectations;
and how they can make a positive
difference. Leaders must engage
their employees to help the business
win, and employees must feel like
part of the bigger team
|
| 2.
Internal Alignment |
- How
can a company succeed if people
are duplicating efforts, running
in different directions, or fighting
each other to protect their turf?
- Align
individual & team goals with
organisational objectives. Clarify
roles, responsibilities, accountability,
and lines of authority. Foster communication
and teamwork between departments.
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| 3.
Clear Measures of Success |
- How
can a company achieve its objectives
if it hasn't identified where the
goal line is, or if employees don't
know where the goal line is?
- Individuals,
teams, and the organisation as a
whole must have clear performance
targets, milestones, and measures
of success. They also need constructive
performance feedback to know how
they are performing on key measures
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| 4.
Organisational Support |
- How
can employees hit their targets
if they have to fight against the
organisation's policies, systems,
practices, and bureaucracy?
- Winning
organisations align management practices
& human resource systems with
their mission, vision, and strategy.
They proactively design their "organisational
levers" to support people in
helping the business win. For more
information on the strategic use
of the organisational levers, see
the template below and our essay
"Building High Performance
Organisations.
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| 5.
Stakeholder Alignment |
- How
can an organisation achieve its
vision and establish itself in the
marketplace if the stakeholder groups
do not understand what the organisation
is all about?
- High
performance organisations build
a shared mindset across boundaries.
All key stakeholder groups must
know and agree on precisely what
is most important and meaningful
in what your organisation is all
about
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| 6.
Strong Customer Oriented Culture |
- How
can a company survive and adapt
if it does not listen to its customers
and do something productive with
that feedback?
- Customer
feedback is the ultimate reality
check! High performance organisations
"hardwire" customer focus
into their culture by enhancing
knowledge of customers throughout
their organisation. They focus on
what their customers value most,
and continually build customer relationships
and loyalty.
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Organisational Architecture: Capability &
Culture for Competitive Advantage
People
cannot succeed if they are fighting against
the system. This template is a high level
map of "the systems that make up the
system." These practices and systems
are the levers that make an organisation
tick: your primary tools for managing vision,
purpose, and culture. All organisations
use these levers, but most of them do so
very poorly. Either the levers are poorly
designed, or they are in conflict with one
another (neutralizing each other's force),
or they are not aligned with the organisation's
overall strategy. Used correctly, these
levers are your most powerful and important
tools for supporting employee performance,
major strategic initiatives, core capabilities,
and major change programs.
Questions:
Are your levers currently designed to help
your business win; are they aligned with
each other and with your vision and strategy?
Which levers are you working most and least
successfully? Remember that you need to
ask these questions at both the organisational
and team levels!
We also learn from this template that training
is only one way to solve a problem or support
an initiative. Training is not always the
best solution to your problems, and even
when it is, training does not function in
isolation of the other levers. You can use
all of these levers pro-actively to drive,
create, reinforce, and sustain the organisation's
most strategic initiatives & core capabilities.
Winning companies typically have cutting
edge programs in two of these levers--the
two that will be most effective in the context
of their unique strategy and culture. At
a minimum, make sure that none of your levers
are obstacles to your major programs and
strategic initiatives. Also, beware of the
"Wizard of Oz" effect: these levers
work best when they are not designed to
manipulate from behind the scenes. They
must be used to support real people; helping
real people be more successful and better
achieve desired organisational results.
Don't make people fight the system. Design
the system to support the people.
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