For most of us, operations have slowed in the face of the COVID-19 pandemic. While it is scary, we are all doing our best to support each other and find the silver lining. We find it in having unplanned time to reflect and uncover value in our organizations. We are optimistic that we will come out of this on the other side with a new — and even better — normal.
Over the next few days, we’ll share 5-step activities you and your teams can do to uncover value during this unexpected downtime. In Part 1, we share five steps for exploring your culture. Stay tuned over the next few days for tips on developing your people and identifying your purpose.
Exploring Your Culture — Why Now?
Whether intentional or not, every organization – every team of any size – develops a culture. We know from research that some corporate cultures are more productive than others. So, use this time to understand your current culture and discover what improvements are possible.
The 5 Steps
1 – Just ask.
“Culture” can be illusive. But you may be surprised at how astute your people are when it comes to describing it for your organization. Have managers across the organization ask their people to describe your culture. Have managers capture feedback in real time so less is lost or misinterpreted in later reflection.
2 – Convene.
Bring your managers together in a video conference to discuss and reflect on what people in the organization described. To get value from the exercise, this needs to be an honest assessment. Make sure the management team knows it is a safe space to discuss what may be awkward or difficult.
3 – Discuss
What elements of the culture are positive and help the organization? What elements may be hindering the organization?
4 – Reflect
Create two culture statements; one that states the current culture, and one that states what may be a more ideal culture. Have managers share these statements with their teams for reflection and feedback.
5 – Act.
What actions can be taken to spread the positive elements of culture? What adjustments can be made to stem the spread of the negative elements of your culture? Think in terms of operations, policies and expectations. These typically drive our actual (vs. ideal) culture. Change in these areas goes a long way.
Palmer OSG is here to help. Please reach out if we can be of help in any capacity right now.