Developing your Behavioural Blueprint

S A Partners Newsletter

True culture change is more than just a slogan or set of principles posted on office walls; it’s a transformation that begins with recognizing and shaping the everyday behaviours that drive results and align with an organization’s core values. Leaders play a pivotal role in guiding this change, bridging the gap between the organization's values and the actions that bring those values to life. This article explores how to shape ideal behaviours within teams, how to manage negative ones, and the impact these efforts can have on creating an engaged, values-driven workplace.

Understanding Ideal and Not-Ideal Behaviours

Leaders who wish to create a lasting culture change start by assessing the behaviours present within their teams. Recognising both ideal and not-ideal behaviours is essential for an authentic understanding of your workplace culture as it currently stands. Ideal behaviours are those that positively impact team dynamics, reinforce organisational values, and contribute to achieving strategic goals. Not-ideal behaviours, on the other hand, detract from team cohesion, dilute the organisation’s values, and can hinder overall progress.

For example, a company that prioritises innovation would ideally encourage behaviours like collaboration, open communication, and calculated risk-taking. However, if employees are risk-averse or overly competitive, these behaviours might clash with the values and create obstacles to innovative progress. Identifying such mismatches is the first step in shaping a culture that reflects the organisation’s ideals.

Connecting Behaviours to Core Values

To embed values into the fabric of the organization, it’s essential for leaders to connect desired behaviours with core values in a way that resonates with the team. By clearly communicating the reasons why specific behaviours align with organizational values, leaders can create a more cohesive understanding of what the organisation stands for and how employees can embody these principles in their work.

For instance, if a core value is "integrity," a leader might encourage transparency and accountability by modelling these behaviours in their own actions. By fostering an environment where honest communication and ethical decision-making are recognized and rewarded, employees understand that these are not just values in theory—they are values in practice. Making the connection between behaviours and values strengthens an organization's culture, creating an environment where employees feel supported in their efforts to live out those values daily.

Celebrating Positive Behaviours

Celebrating positive behaviours is a powerful way to reinforce values-driven culture. Recognizing and rewarding behaviours that align with core values not only validates employees' efforts but also encourages others to follow suit. This celebration doesn't need to be limited to grand gestures; even small, consistent acknowledgments can have a profound impact on motivation and morale.

For example, a public acknowledgment in team meetings, “Employee of the Month” recognitions, or even peer-nominated shoutouts can go a long way. When leaders consistently celebrate behaviours that embody the organization’s values, they help embed those behaviours as cultural norms. This celebration cultivates a sense of belonging and reinforces employees’ commitment to a shared purpose.

Addressing Negative Behaviours

A values-driven culture requires leaders to address not-ideal behaviors constructively. Ignoring negative behaviours can erode culture and signal that certain values aren’t as important as others. Addressing these behaviours doesn’t need to be punitive; instead, leaders should approach feedback with a mindset of development and support.

When a behaviour doesn’t align with core values, leaders can use it as a learning opportunity to engage with the employee, discuss how the behaviour affects the team, and outline a plan for improvement. Providing clear, actionable feedback not only clarifies expectations but also shows employees that the organization is committed to upholding its values.

Practicing Effective Behavioural Observation

To shape culture, leaders need to become skilled observers of behaviour. Practicing effective behavioural observation involves more than just seeing what is happening; it’s about understanding the motivations and patterns behind behaviours, considering the context, and assessing their impact on the team. Leaders who are proactive in observing behaviours within their teams can better identify shifts in dynamics, recognize emerging cultural trends, and address issues before they become ingrained.

For example, if a leader observes that meetings are consistently dominated by a few voices, they might step in to encourage quieter team members to share their insights. This adjustment promotes a culture of inclusivity and ensures that the value of “collaboration” is actively practiced, not just endorsed.

Leading a Values-Driven Culture Transformation

Culture change is not an overnight process; it’s a journey that requires commitment, consistency, and a shared vision. By the end of this transformative process, leaders will be equipped with the tools to shape behaviours in a way that fosters a stronger, more engaged culture. The following are some steps that leaders can take to lead this journey effectively:

1. Define Core Values Clearly: Make sure everyone understands the organization’s core values and why they matter.
2. Model Ideal Behaviours: Leaders set the tone for the entire organization by embodying the values they want to see in others.
3. Recognise and Reward Aligned Behaviours: Build motivation and morale by celebrating positive contributions that reinforce core values.
4. Provide Constructive Feedback on Not-Ideal Behaviours: Approach not-ideal behaviours as opportunities for growth and realignment.
5. Encourage Feedback and Reflection: Create channels for employees to give feedback and reflect on how their own behaviours contribute to the culture.

Building a Lasting, Values-Driven Culture

The true strength of an organisation lies in the commitment of its people to a shared vision and a set of values. By actively shaping behaviours to align with those values, leaders empower their teams to take ownership of the culture and contribute to a workplace that is both productive and fulfilling. Through celebration, constructive feedback, and clear connections between behaviours and values, leaders can create an engaged, purpose-driven environment that not only enhances employee satisfaction but also drives sustainable success for the organisation as a whole.

Leading with intention and clarity of purpose, leaders can create a workplace culture that isn’t just values-driven but also inspires every individual to contribute to the organisation’s legacy of positive impact.

Contact us if you would like to discuss this further: [email protected]

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