One of the most important facets of organizational life is the culture. It is integral to achieving business strategy, objectives, goals, and overall success. Getting culture to work for you instead of against you is essential if organizations hope to have greater ability, adaptability and resiliency in times of challenge and complexity.
Organizational leadership needs to be sure that there is organizational alignment among mission, vision, values, and strategy components if culture is to flourish and provide economic value through its human capital equation. The alignment of these components will provide the necessary foundations for human capital development through:
1. Orientation – people know and understand the foundational guiding principles of the organization. They know it’s mission and strategy, what it wants to accomplish. They have context.
2. Engagement - people understand the values that govern decision making and know how to consistently apply them to the decision making process. They are invested in the outcome.
3. Empowerment - people are interdependent, actively cooperating, participating, and collaborating on delivering results and sharing knowledge and information. They have responsibility with accountability. There is discussion of opposing ideas and room for disagreement and toleration for ambiguity. They are able to act on their insights.
4. Learning – people are self-evaluating, monitoring, and measuring results for effectiveness, learning how to adapt to improve performance, taking calculated risks, learning from failures and adversity, and practicing innovative problem solving.
5. Communicating – the undergirding component to this type of culture is the free access to receiving information and sharing information for everyone in the organization.