Every week a new survey shows that culture is a priority for corporate boards and senior executives.
These reports rarely include how culture is defined and measured by the leadership. They are also silent as to what leadership intends to do about this “priority”.
My guess is that leaders (and the consultants behind the surveys) still don’t know how to define, measure and improve culture. Here is my proposal:
- Define culture as the outcome of your processes. This will drive a sense of ownership and responsibility.
- Use Vega Factor’s free survey to measure your culture. You will learn why people work for you and how to change what motivates them.
- Commit to changing the processes that drive the cultural outcomes you dislike. Start small and work your way to entrenched processes like compensation.
It’s not a priority until you take action.