Want a "Culture" Checklist to see where you can improve?

We know 80% or greater of employees are disengaged. From a growth or strategic leadership position it does not matter how great the plan is, if the people are not onboard to action it, or only do a mediocre job.

How can we measure success?

And if it is your BRAND (which it is), is that how you want to be seen?

Yesterday, I spoke at the inaugural Disrupt HR Moncton, event. The format was a 5-minute presentation, slides changing every 15 sec (omg. Challenging- and fun!)

?Short of being an infomercial, I thought I could offer a different perspective on the culture conversation from a position of solutions. As the Strategist and Coach I am often brought into address something else, but culture is the culprit.

The premise of my talk was culture eats strategy! And as such, there is so much to be learned from a few fish mongers who become world famous.

My first visit to the Pike Place Fish Market in Seattle was in the early 90's. I got kissed by a fish and the energy around this place was infectious. A few years later, I was introduced to the Fish! Philosophy training program. Based on 4 simple practices that create amazing results for business and life in general, all based on these same fishmongers that made my day years before. The book has been translated into 14 languages and sold over 6 million copies to date. The training is transformational and fun, not to mention always one of my favorites to facilitate.

? Play - Make Their Day - Be There - Choose your Attitude

I'd almost say magical, but that would sound corny. That said, I've personally seen this program in action and have been in awe by the changes. Toxic communication, disrespect and personality conflicts no longer an issue. It's simple, easy to implement and makes people feel good.

Everyone wants to come to work and have a good day!? And I also believe somewhere deep down we are all 5 years old and want to be a part of the "something" fun with purpose.

People connected, communicating, creating and thriving in organizations that will not accept less.

It's about people, not just HR or Operations, but foundationally there needs to be a golden thread from leadership down that connects everyone.

This got me thinking, and prompted me to share what I'd be looking at when assessing your internal culture, before any plans or strategies are ever discussed.

Start here! Where can you improve?

?Assessing the current culture is crucial for understanding its strengths, weaknesses, and areas for improvement. This is a great starting point for opening the dicussion.

Use this checklist to self-assess your organization's culture:

?1. Mission, Vision, and Values Alignment:

-??????? Are the mission, vision, and values of the business clearly defined and communicated to employees?

-??????? Do employees understand and resonate with the mission, vision, and values?

-??????? Are these principles integrated into daily operations and decision-making?

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2. Leadership Style:

-??????? What leadership style predominates in the organization? (e.g., democratic, autocratic, transformational)

-??????? Does leadership foster open communication, trust, and collaboration?

-??????? Are leaders accessible and approachable to employees?

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3. Communication:

-??????? Is communication transparent and open throughout the organization?

-??????? Are there formal and informal channels for communication?

-??????? Is feedback actively encouraged and acted upon?

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4. Employee Engagement:

-??????? How engaged are employees in their work?

-??????? Are there opportunities for employees to provide input and contribute to decision-making?

-??????? Do employees feel recognized and appreciated for their contributions?

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5. Team Dynamics:

-??????? Are teams collaborative and supportive of each other?

-??????? Are there any signs of conflicts or tensions among team members?

-??????? Are teams diverse and inclusive?

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6. Work Environment:

-??????? Is the work environment conducive to productivity and well-being?

-??????? Are there opportunities for work-life balance?

-??????? Is there a focus on employee health and safety?

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7. Organizational Structure:

-??????? Is the organizational structure clear and efficient?

-??????? Is there bureaucracy or red tape hindering productivity?

-??????? Does the structure facilitate agility and adaptation to change?

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8. Employee Development:

-??????? Are there opportunities for learning and development?

-??????? Is there a culture of continuous improvement and innovation?

-??????? Are employees empowered to take on new challenges and grow professionally?

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9. Recognition and Rewards:

-??????? Are there formal recognition programs in place?

-??????? Are rewards aligned with performance and values?

-??????? Is there equitable distribution of rewards?

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10. Customer Focus:

-??????? Is there a customer-centric mindset within the organization?

-??????? Do employees understand the importance of meeting customer needs and expectations?

-??????? Is feedback from customers actively sought and used to improve products or services?

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11. Adaptability and Resilience:

-??????? How well does the organization adapt to changes in the market or industry?

-??????? Is there a culture of resilience during challenging times?

-??????? Are employees encouraged to embrace change and take calculated risks?

12. Ethical Standards:

-??????? Are ethical standards clearly communicated and upheld?

-??????? Is there zero tolerance for unethical behavior?

-??????? Do employees feel comfortable reporting ethical concerns?

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By honestly evaluating your business against these criteria, you can gain valuable insights into your culture and identify areas that need some work. Remember, culture is not static, and continuous efforts are needed to nurture and strengthen it over time.

There is no one solution that is going to fix a toxic culture overnight, but this is a fantastic start.

Sara Phelan is a business consultant, coach and trainer that focuses on helping entrepreneurs and leadership teams get strategic, fix problems, and take products to market. Her expertise is in business diagnostics and planning to align vision with action. ?Sara has over 25 years' experience maximizing organizational performance through strategic planning, leadership, operational efficiency, training and empowering people. An Award-Winning Entrepreneur, Certified Business and Executive Coach, Sara is a Growth Strategist and Team Builder that is igniting and fueling productive teams to build results that matter.