Do You Paint In Your Office?
Jonathan Corteen
Two-time Best Selling Author | Culture Coach | Speaker | I teach business leaders how to double their recruiting, triple their retention and become the only game in town.
So you know that your culture is seriously lacking in one category or another.
While your focus should of course be to improve it through a systematized process, it’s also important to keep track of the changes you’ve made along the way as part of creating and perfecting your team’s roadmap to cultural development.
Starting with a ‘picture’ so-to-speak of your culture in its present state today. We need to establish a baseline of where your culture’s at today.
Physically make a list using key indicator points that advertise the problems within your culture loud and clear.
Is your on-boarding process that helps transition new team members into your culture what’s seriously lacking?
Is it a lack of transparency that’s subsequently creating a lack of trust that’s killing your culture?
You want to find the biggest problems within your culture, problems that if fixed would completely turn your team around.
The journey of improving your culture may not necessarily be a perfect process right off the bat, which is why as I explained before, it’s important to keep track of the process of developing your culture.
You’ve probably heard the saying, “Insanity is doing the same thing over and over and expecting a different result.”
The fact of the matter is, we either succeed or we learn. If you make changes to your culture that work- awesome!
If you make a change that doesn’t take hold and make a difference, it’s important to note why it didn’t work.
Was the idea right but the execution wrong?
Was the idea wrong entirely?
Similarly, if something worked and you saw an immediate improvement in performance or engagement, you need to know why.
It’s all part of painting the larger picture of your culture.
Knowing what works, what doesn’t, what engages your people, and what you’ve learned.
