Living organizational values and culture code

Living organizational values and culture code

Living organizational values and culture code

Organizational values

create a great corporate cultureIt’s one thing to have beliefs and values spelled out in a frame in the conference room. It’s another thing to have genuine and memorable beliefs that are directional, alive and modeled throughout the organization daily.

It’s important that departments and individuals are motivated and measured against the way they model the values. And, if you want a values-driven culture, hire people using the values as a filter.

If you want your company to embody the culture, empower people and ensure every department understands what’s expected.

Don’t just list your company’s values and culture in PowerPoints; bring them to life in people, products, spaces, at events and in communication.

Organizational culture code

Culture code – organizational guidelinesCompany value statements typically have a tendency to be a bit vague and lacking instructions that tell employees what the most important guidelines are for the company.

That’s way it make sense to add organizational guidelines – culture code, the operating system that powers the organization.

This can cover topics about what’s important for success, what to expect from each other and how the company really has to be operated – for example “We appreciate the willingness to take risks in order to continually improve our performance”, “We are able to execute every day in search of growth and value creation”, “We take responsibility – even outside our own area of responsibility” etc.

Revisit and revise

Revisit and revise your values and culture code every few years to keep them alive and relevant. They can too easily become stale, stifling, or just ignored.

Short URL & Title:
Living organizational values and culture code — https://www.torbenrick.eu/t/r/vao
Share it:
If you enjoyed this article, please take 5 seconds to share it on your social network. Thanks!

About The Author

Torben Rick

Experienced senior executive, both at a strategic and operational level, with strong track record in developing, driving and managing business improvement, development and change management. International experience from management positions in Denmark, Germany and Switzerland.

Blog Comments

I worked in such a culture and when looking back today, let me add:
it´s working and running well once you are located in 1 area. The moment the company grows or even becomes a global player, every KeyAccount and Leader must be aware that the companys culture is MAYBE harder to match with the nations culture or local culture in the foreign country, or even in a different State of the same nation.
It´s a very good thing to start early and to implement to daily live it. I personally like it because everyone starts communicating on a certain level of values. It´s precious.

Excelente conteúdo. Muitas vezes queremos transformar a cultura da organização mas esquecemos que devemos começar pelo comportamento dos lideres. Estes sim devem ser os primeiros a serem transformados para a cultura target.

Add a comment

*Please complete all fields correctly

Related Post

When corporate cultures breed dishonesty
Posted by Torben Rick | February 20, 2019
When corporate cultures breed dishonesty
Many of the corporate scandals in the past several years have been cases of wide-scale dishonesty. It’s hard to fathom how lying and deceit permeated these organizations.
Shake up the old organizational culture
Posted by Torben Rick | December 25, 2018
Shake up the old organizational culture
Sometimes leading means eating organizational culture for lunch. Shake up the old organizational culture. Cultural change initiatives, particularly in the large institutions, remain relatively fragile.
The business impact of a weak or misaligned organizational culture
Posted by Torben Rick | August 30, 2018
Business impact of a weak or misaligned organizational culture
The business impact of a weak or misaligned culture has become more pronounced over the last couple of years as company. The costs of a misaligned organizational culture.

Send this to a friend