Cultivating A Dynamic Corporate Culture
What is a corporate culture?Any culture is simply a set of formal and informal rules by which a particular group follows.
Why should cultivating a dynamic corporate culture be important to a manager or leader?The reason is that the culture of any organization will determine the quality and quantity of the product and or services the company produces.
The effectiveness of corporate strategies depends greatly on the culture of the organization.
Companies that have built solid corporate identities within its cultures achieve greater degrees of success, much sooner than companies that lack a definable corporate culture.
All companies have a culture.
However, the challenge to developing a dynamic corporate culture is a byproduct of making sure the culture is congruent with the overall organizational strategy.
Often different divisions and departments within the same organization have its own unique subculture.
The problem with this is without congruency conflict frequently arises when different subcultures see common problems through different lenses.
Most managers are too busy managing, rather than leading and shaping the culture of their business units.
The trials and tribulations of managing are well known and documented in the annals of scholarly and popular business literature.
Rarely can significant accomplishments been reached by an individual's effort.
However, all significant accomplishments have begun by an individual vision.
Cultures are created by individuals at every level of an organization.
To cultivate a dynamic corporate culture an alpha leader must emerge to set formal and in the formal standards for the emerging culture.
This alpha leader does not necessarily have to be a CEO, President, Vice President, Director, manager or team lead.
The only requirements are that the alpha leader has compliant followers.
On numerous occasions I have witnessed front-line employees with more influence on other employees than any senior level manager in the organization.
Cultures emerge from a synergistic bonding of two or more individuals establishing parameters to live within.
Individuals who are interested in creating a dynamic corporate culture should begin by understanding the objectives, goals, and methodologies of the unit to be affected.
The attitudes of the members within the unit should be congruent with the desired outcomes of the business unit.
When individuals collectively speak, act and conform to their units business unit objectives; productivity skyrockets, morale remains high which in turn creates a self actualization of repetitive success.
Nothing succeeds like success, individuals who feel like they are making a difference and adding value to the business unit and to each other helps to build a camaraderie that can withstand market trends, cyclical times, negative rumors and competitors with relative ease.
Successful alpha leaders understand the value of focusing on other people rather than themselves.
These leaders can get out of their own little world and understand that true fulfillment involves the needs of others.
The Alpha leader understands that others have differing and valid points of view that may be beneficial to the entire group.
Trust is the cornerstone of a dynamic corporate culture.
Leaders who use trust like an investment account, understand that the more one deposits, the greater the returns.
Why should cultivating a dynamic corporate culture be important to a manager or leader?The reason is that the culture of any organization will determine the quality and quantity of the product and or services the company produces.
The effectiveness of corporate strategies depends greatly on the culture of the organization.
Companies that have built solid corporate identities within its cultures achieve greater degrees of success, much sooner than companies that lack a definable corporate culture.
All companies have a culture.
However, the challenge to developing a dynamic corporate culture is a byproduct of making sure the culture is congruent with the overall organizational strategy.
Often different divisions and departments within the same organization have its own unique subculture.
The problem with this is without congruency conflict frequently arises when different subcultures see common problems through different lenses.
Most managers are too busy managing, rather than leading and shaping the culture of their business units.
The trials and tribulations of managing are well known and documented in the annals of scholarly and popular business literature.
Rarely can significant accomplishments been reached by an individual's effort.
However, all significant accomplishments have begun by an individual vision.
Cultures are created by individuals at every level of an organization.
To cultivate a dynamic corporate culture an alpha leader must emerge to set formal and in the formal standards for the emerging culture.
This alpha leader does not necessarily have to be a CEO, President, Vice President, Director, manager or team lead.
The only requirements are that the alpha leader has compliant followers.
On numerous occasions I have witnessed front-line employees with more influence on other employees than any senior level manager in the organization.
Cultures emerge from a synergistic bonding of two or more individuals establishing parameters to live within.
Individuals who are interested in creating a dynamic corporate culture should begin by understanding the objectives, goals, and methodologies of the unit to be affected.
The attitudes of the members within the unit should be congruent with the desired outcomes of the business unit.
When individuals collectively speak, act and conform to their units business unit objectives; productivity skyrockets, morale remains high which in turn creates a self actualization of repetitive success.
Nothing succeeds like success, individuals who feel like they are making a difference and adding value to the business unit and to each other helps to build a camaraderie that can withstand market trends, cyclical times, negative rumors and competitors with relative ease.
Successful alpha leaders understand the value of focusing on other people rather than themselves.
These leaders can get out of their own little world and understand that true fulfillment involves the needs of others.
The Alpha leader understands that others have differing and valid points of view that may be beneficial to the entire group.
Trust is the cornerstone of a dynamic corporate culture.
Leaders who use trust like an investment account, understand that the more one deposits, the greater the returns.
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