CULTURE AMP NYC HOW TO
CULTURE AMP NYC DRIVER

While transforming and building a strong organizational culture may sound like trendy leadership language, we believe that as our modern world of work and our workforce continue to evolve as quickly as they are, it will become even more critical for sustainable success. Organizations that want to build a strong culture prioritize investing in training, developing and installing the behaviors and capabilities desired at every level of the organization. This doesn’t necessarily come naturally for all leaders and managers. Organizational cultures are complex and can be derailed easily if leaders are not trained in modeling, integrating and cascading it throughout the organization.

CULTURE AMP NYC HOW TO

Providing opportunities to share company values, what they look like in action and why they are aligned to the vision and mission is equally as important as giving them an opportunity to add their input, feedback and suggestions for how to strengthen and grow it. There is no greater way to engage employees in building a strong organizational culture than inviting them into the conversation. This can be done through formal or informal performance management, talent development and feedback initiatives and conversations. AcknowledgingĬalling out culture wins and successes, and acknowledging employees when they are exemplifying the values and culture of the organization, is a powerful way to invite more of it. A great way to do this is to incentivize them to provide reasons why and suggestions of how employees can operationalize the culture into their roles and behaviors, and then reward them when they do. Reinforcing the behaviors that exemplify culture will accelerate and strengthen the process. For a culture to be strong and tightly aligned to a company vision, all employees need to be clear on what it looks, feels and sounds like and the only way they will get that clarity is to see it in action by their leaders.

Often times an organizational culture is defined by its CEO and shaped through the way he/she leads and models for their employees. In fact, the following are what I see as five languages of culture or ways that an organizational culture can be developed and strengthened today: Leading/Modeling As he spoke, I found myself thinking about a book I have read numerous times, The Five Love Languages by Gary Chapman.Īs Didier described what a successful organizational culture looks like and how it is built, I realized that like the Five Love Languages, culture can also be developed and grown in different ways, all effective. He went on to talk about the most important elements of building a powerful organizational culture. The Five Languages of an Inspired Performance Culture “A brand is a promise to a customer, culture is how you deliver it.”ĭidier was speaking my language, I found myself captured by his words which echo ours. “What a successful company does is make people want to become the best versions of themselves.” “Culture First is not an alternative outcome to financial or other success, it is the means to achieving that success.” Here are my favorite quotes from Didier’s remarks: The most exciting speaker for me, however, was Didier Elzinga, the founder of Culture Amp and, clearly, a transformational leader. One of my personal sources of inspiration is to seek opportunities to grow and learn, so attending this awesome Culture First event was exactly what I needed to ignite my own creativity.Īs the day unfolded, I heard from a number of talented leaders from some really cool companies focused on building strong organizational cultures SoulCycle, Five Below, Shake Shack, Motley Fool and Shopify, just to name a few. The implication is that firms need to develop cultures of inspiration that cultivate and spread inspiration through all layers of their organization to drive firm performance. One of the ways we support organizations is to train them on how to manage their most important resource, inspiration.

CULTURE AMP NYC DRIVER

Culture Amp, the leading employee feedback platform, has spearheaded the “Culture First” movement– leaders and companies that prioritize their people strategy as a main driver of performance.Īt InspireCorps, we couldn’t agree more: we believe that an organization’s people strategy is their strongest business strategy. I had the pleasure of attending Culture Amp’s NYC Culture First event last week in New York, and it was a blast.

Culture amp nyc