March 22

Three Steps to A Culture of Excellence

By Chuck Coker

Ask any C-Level leader what they want to build and in a vast majority of the cases they will tell you “A culture of excellence.” Why? Because a culture of excellence breeds success for everyone – your customers as well as the shareholders. Organizational success is not just about performing; it is about each team member living out their calling and maximizing their motivations. We can no longer ask: “How do I motivate my employees?” We must begin by asking: “What motivations do my employees bring to the workplace that I can employ?” Only then will an organization see the 110 – 140% increase in profitability that engaged organizations to enjoy, according to the Human Capital Institute.

Performance, productivity, and profitability of any organization will not be achieved until the vast majority of its employees are engaged, aligned, and achieving their own definition of prosperity. Quite often, the biggest challenge for an organization’s leaders is simply knowing that there are engagement and alignment issues. Statistics illustrate that at some point in their career 64% (Fortune) of people quit their job because of their boss. Over 50% (Edelman) don’t trust their organization’s leadership. Over 40% (CPP) actually quit their job at some point because of internal conflict. AND 91% (Gallup) are either actively looking or would take another job if offered.

The challenge is, that the leader rarely knows there are “issues” until it’s too late.

Good employees do not grow on trees and few will stay in an environment where they cannot achieve their long-term objectives. The good thing about plugged-in and empowered employees is that you cannot push, prod, or entice people to be engaged and aligned with the Mission, Vision, and Values of an organization. They have to get there on their own! And the only way they will get there is if there is leadership in place that supports their growth and development.

So, how does an organization get there? Consider these steps:

  1. Clearly identify if your organization is maximizing its greatest resource – its people! For this reason, LifeThrive created the Culture Performance Indexand we want you to have it, FREE OF CHARGE! Awareness is the first step to identifying and resolving team member issues.
  2. If your score is below 80% you will need to isolate the areas of challenge (whether they are part of the Hiring, Development, OR Retention phases) so they can be addressed quickly. Small pockets with disengaged or actively disengaged employees spread and infect the culture rapidly.
  3. Implement Organizational Development processes that will “balance and align” employee and organizational objectives. Aligning the organization’s need for the “right” employees (“Can they do the job?” and “Will they do the job?”) with the team member’s objectives (“Is this a good cultural environment?” and “How will you build my resume/career?”) creates engagement and subsequently cultural alignment.

Now it’s time for you to take the 1st step to maximize your organization’s potential. Once you know where you are, then you can target the objective. Let us provide you with the insight necessary to accelerate the growth and development of your organization.

You may also like: 

Organizational Development Consulting

Culture of Performance Index

The Four C’s For Organizational Success

About the author 

Chuck Coker

For more than 30 years, Chuck has focused his career on people's development. He has implemented proprietary Personal Formation, Human Capital, Talent Management, and incentive-based programs across a broad scope of Fortune Companies, regional organizations, and educational institutions.


Tags

employee assessments, HR, motivation, Organizational Development, Performance, Productivity, Retention


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