Jason Barger is the globally celebrated author of the books Thermostat Cultures, ReMember and Step Back from the Baggage Claim. He is a coveted Keynote Speaker and Leadership Consultant worldwide. As Founder of Step Back Leadership Consulting, he partners with companies and organizations to help develop leaders, intentionally grow a culture, and find clarity on Mission, Vision and Values. Learn more at www.JasonVBarger.com
What does organizational culture mean to you?
Culture is everything. It is dynamic and is changing moment by moment every single day by the way your people Think, Act & Interact. Culture is the ecosystem that gets created through HOW you do what you do, not just WHAT you do. The best organizations on the planet are committed to intentionally growing the culture they desire.
What are the major determinants of organizational culture?
We live in the most highly-distracted, busy, cluttered, and scattered time in the history of the world. This is why it has never been more important to proactively shape the culture you desire rather than falling into a culture of scattered and inconsistent behaviors. The major work to be done is to help align your people so they can move out of “busyness” and be focused on effectiveness and creating compelling culture.
What is the role of employees in organizational culture?
Employees are the Ambassadors for the culture they desire. They are the co-creators in the culture they desire. Each employee plays a major role in defining what the organization becomes.
What are the common problems associated with managing organizational culture?
Two common problems that exist with managing organizational culture are: 1. A Lack of Vision For the Culture They Want and 2. Poor Communication. Many organizations lack the clarity for what kind of culture they are trying to create and are not able to articulate that to their people and have a proactive plan to engage their employees. Then, poor communication in dysfunctional organizations creates a culture of misinformation, negativity, and lack of ownership. Poor communication and poor leadership stifle good culture.
What are the ways to innovate company culture? Any best practices to share.
The best teams and organizations in the world are committed to engaging the minds and hearts of their people. They are intentional about having conversations that are the currency for change with their employees. They operate as what I refer to as a Thermostat Culture — they proactively shape the culture by leading the 6A process for change (Assess, Align, Aspire, Articulate, Act and Anchor). They consistently set the temperature for HOW they move, together. It is an ongoing and human-centric endeavor.
