How to Perform Cultural Assessment

>> YOUR LINK HERE: ___ http://youtube.com/watch?v=f0TlfhuNvVU

Lisa Jackson of Culture Pros discusses FOUR CRUCIAL must-do’s for conducting an internal cultural assessment in your organization. • According to Edgar Schein – organizational culture guru and thought leader: • “Culture assessment comes into play when an organization identifies problems in how it operates or as a part of a strategic self-assessment relating to merger, acquisition, joint venture, or partnership. • But your ability to decipher your own culture is still limited. What other techniques are available to you?” • A great question... but a perfect answer does not exist. • The intention of the leadership, • the methodology, • the people you choose to do the information-gathering – • all determine whether the data gathered is high quality AND if the remedies to “improve” culture are workable. • Too many companies use culture assessment as a reason to “flush out” problems in the business – then set about fixing them from the same perspective and with the same people who conducted the survey. This is recipe for failure - and lowers trust, rather than identifying fixable problems. • There are GOOD WAYS to perform an internal cultural assessment, all of which depend on the baseline of employee trust today in your company. • The WORST way to use a cultural assessment, is as ammunition versus remedy. • For example: Leaders suspect they have a trust issue or bad leader, and conduct a culture assessment to flush it out – then often punish that person or group, rather than viewing the process (and its outcomes) as a genuine learning opportunity to improve performance and leadership. • (YES the fish always has and always will, rot from the head.) • The best use of cultural assessment is to pinpoint areas of the business that are contributing to high performance - rather than just identify where low performance is a concern. • Further, studying your culture is a tricky process. • You might think of it this way: • What if you were asked directly “Do you like your job?” • Depending on who asked (a good friend vs. your boss) you might give the safe answer VERSUS the truthful answer... and those are not always the same! • It’s also important NOT to confuse culture assessment with “employee experience” or “employee engagement.” • Those outcomes are both elements of culture – and are currently measured frequently via surveys. • But culture involves a deeper understanding the DNA of your identity, beliefs, unsaid or unconscious biases - not just whether people like their job or boss. Of course EE and Engagement are a key indicator of perceptions and actions – • but culture change (which often seeks to alter the ways of working substantially to become more innovative or lead digital transformation or integrate an acquisition) IS a much more complex process. • Thus, ensuring you’re assessing the RIGHT behaviors, beliefs and attitudes with a depth of true understanding is essential. • We have coached many companies to conduct such assessments, and have performed them for organizations that are genuinely seeking to do a proper culture change initiative. • Please contact us if we can assist you! We love to serve, and a no-pressure conversation will support your success either way. • CONTACT US: • [email protected] • 720-815-6530 • / lisajacksonculture

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