{"id":596,"date":"2018-04-25T05:06:34","date_gmt":"2018-04-25T05:06:34","guid":{"rendered":"http:\/\/grosum.com\/topTalk\/?p=596"},"modified":"2018-05-31T19:28:15","modified_gmt":"2018-05-31T19:28:15","slug":"randy-conley-organizational-culture","status":"publish","type":"post","link":"https:\/\/grosum.com\/topTalk\/randy-conley-organizational-culture\/","title":{"rendered":"Randy Conley, V.P. of Client Services & Trust Practice Leader, The Ken Blanchard Companies"},"content":{"rendered":"

\"Randy<\/a>Randy Conley<\/strong> is the Vice President of Client Services<\/strong> & Trust Practice Leader<\/strong> for The Ken Blanchard Companies<\/strong>. He oversees Blanchard\u2019s client delivery operations and works with organizations around the globe helping them build trust in the workplace. Trust Across America named him a Top Thought Leader<\/strong> in trustworthy business behavior and he is a founding member of the Alliance of Trustworthy Business Experts. Inc.com named Randy a Top 100 Leadership Speaker & Thinker<\/strong> and American Management Association included him in their Leaders to Watch in 2015<\/strong> list. Randy is the author<\/strong> of the award-winning Leading with Trust blog (www.leadingwithtrust.com<\/a>) and a contributing author of the books \u201cTrust, Inc. \u2013 Strategies for Building Your Company\u2019s Most Valuable Asset,\u201d and \u201cTrust, Inc. \u2013 52 Weeks of Activities and Inspirations for Building Workplace Trust.\u201d You can follow Randy on Twitter @RandyConley.<\/p>\n

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What does organizational culture mean to you?<\/h2>\n

An organization\u2019s culture can be described as \u201cthe way we do things around here.\u201d It\u2019s the norms, policies, expectations, and behaviors that permeate daily life in the organization. The way people act, and don\u2019t act, tell the story of the organization\u2019s culture.<\/p>\n

What are the major determinants of organizational culture?<\/h2>\n

Three important factors come to mind when I think about what determines an organization\u2019s culture. The first is the behavior modeled by senior leaders. Everyone in the organization is looking to the senior leaders to know what acceptable behavior looks like, so senior leaders need to remember that their actions are always under a microscope. They are responsible for setting the tone of the culture. The second factor is the extent to which the values of the organization are lived out on a daily basis. Are the values used to make decisions and demonstrated in the actions of individuals, or are they just nice platitudes on a poster displayed in the lobby? Finally, the third factor is the level of ownership displayed by the rank and file employee to nurture and develop the culture. If the front-line employees are truly invested in building the organization\u2019s culture, you\u2019ll see them hold each other accountable for what is and isn\u2019t acceptable behavior.<\/p>\n

What is the role of employees in organizational culture?<\/h2>\n

I just mentioned the level of ownership they display in developing and nurturing the culture, but I would also add that employees can, and should, hold senior leaders accountable for role modeling the desired behaviors of the culture. It may sound odd to say that front-line employees should hold senior leaders accountable, versus the other way around, right? But in reality, every member of the organization is accountable to each other in upholding the values of the organization. No one is above the culture, and healthy organizations have developed systems and practices to encourage mutual accountability.<\/p>\n

What are common problems associated with managing organizational culture?<\/h2>\n

I think the chief problem is thinking you can \u201cmanage\u201d the culture. An organization\u2019s culture is a living organism that grows and changes over time based on all the individual parts of which it is comprised. It\u2019s foolish to believe this living organism can be tightly managed in the same way we manage our business processes. However, the culture can be influenced or nudged in certain directions, and I think that\u2019s where each member is responsible for acting in ways that support what they want the culture to be.<\/p>\n

What are the ways to innovate company culture? Any best practices to share.<\/h2>\n

First and foremost, I believe organization\u2019s need to have crystal clear values that function as the \u201cnorth star\u201d of what the culture should embody. Secondly, those values need to be behaviorally defined so that everyone knows what values-based behavior does and doesn\u2019t look like. Best practices I\u2019ve seen in this regard are when organizations take an inclusive approach to defining their values. They allow everyone in the organization to have a voice in creating the values, which in turn creates a sense of ownership in employees taking the responsibility to live out those values.<\/p>\n

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\"Do<\/a><\/p>\n

<\/h2>\n","protected":false},"excerpt":{"rendered":"

Randy Conley is the Vice President of Client Services & Trust Practice Leader for The Ken Blanchard Companies. He oversees Blanchard\u2019s client delivery operations and works with organizations around the globe helping them build trust in the workplace. Trust Across America named him a Top Thought Leader in trustworthy business behavior and he is a […]<\/p>\n","protected":false},"author":1,"featured_media":598,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[4],"tags":[8,11,33],"_links":{"self":[{"href":"https:\/\/grosum.com\/topTalk\/wp-json\/wp\/v2\/posts\/596"}],"collection":[{"href":"https:\/\/grosum.com\/topTalk\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/grosum.com\/topTalk\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/grosum.com\/topTalk\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/grosum.com\/topTalk\/wp-json\/wp\/v2\/comments?post=596"}],"version-history":[{"count":2,"href":"https:\/\/grosum.com\/topTalk\/wp-json\/wp\/v2\/posts\/596\/revisions"}],"predecessor-version":[{"id":599,"href":"https:\/\/grosum.com\/topTalk\/wp-json\/wp\/v2\/posts\/596\/revisions\/599"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/grosum.com\/topTalk\/wp-json\/wp\/v2\/media\/598"}],"wp:attachment":[{"href":"https:\/\/grosum.com\/topTalk\/wp-json\/wp\/v2\/media?parent=596"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/grosum.com\/topTalk\/wp-json\/wp\/v2\/categories?post=596"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/grosum.com\/topTalk\/wp-json\/wp\/v2\/tags?post=596"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}