Culture Change
I was recently working with one of my San Francisco Bay Area executive coaching clients - a president in a Silicon Valley high tech company. We discussed how culture change begins with getting clarity on desired results.
My executive coaching client and I further discussed how the culture that got them to where they are won’t get them to where they want to be. I am coaching my client on how to change the company culture by beginning with the end in mind.
Change Begins with Desired Results
To accelerate a change in the culture, start by defining the new results you wish to achieve. Everyone in the organization needs to be focused on and aligned with the desired new outcomes. Culture changes one person at a time.
Your people must believe that these new results are obtainable. Only then can they change their thinking and actions — something that usually happens when they can verbalize their job descriptions in terms of how they contribute to successful outcomes.
For example, in a restaurant case study, one waiter stated: “My job is to achieve a 5.5 percent profit margin, and here’s how I do it. The faster I clean and set a table, the more people we seat per hour. The more people we seat, the greater our contribution. The greater our contribution, the better our margin. That’s what I do.”
This response is powerful, representing a cultural shift from a mere two months previously. During that time, the restaurant realized a 200 percent increase in profits.
When everyone buys into creating new results, you are accelerating the necessary cultural transition. It doesn’t happen easily. It requires dialogue, engagement, debate and leadership.
Your culture produces your results. If you need a change in results, then you need a change in culture. Your culture is always working, either for you or against you.
Are you working in a professional services firm or other organization where executive coaches provide leadership development to grow emotionally intelligent leaders? Does your organization provide executive coaching for leaders who need to change the culture? Enlightened leaders tap into their emotional intelligence and social intelligence skills to create a high performance culture.
One of the most powerful questions you can ask yourself is “Do I believe corporate culture produces desired results?” Emotionally intelligent and socially intelligent organizations provide executive coaching as part of their peak performance leadership development program.
Working with a seasoned executive coach and leadership consultant trained in emotional intelligence and incorporating assessments such as the Bar-On EQ-I, CPI 260 and Denison Culture Survey can help you create a culture where all employees are fully engaged. You can become a leader who models emotional intelligence and social intelligence, and who inspires people to become fully engaged with the vision, mission and strategy of your company or law firm.
About Dr. Maynard Brusman
Dr. Maynard Brusman is a consulting psychologist, executive coach and trusted advisor to senior leadership teams. He is the president of Working Resources, a leadership consulting and executive coaching firm. We specialize in helping San Francisco Bay Area companies and law firms assess, select, coach, and retain emotionally intelligent leaders. Maynard is a highly sought-after speaker and workshop leader. He facilitates leadership retreats in Northern California and Costa Rica. The Society for Advancement of Consulting (SAC) awarded Dr. Maynard Brusman "Board Approved" designations in the specialties of Executive Coaching and Leadership Development.
For more information, please go to http://www.workingresources.com, write to mbrusman@workingresources.com, or call 415-546-1252.
Subscribe to Working Resources Newsletter: http://www.workingresources.com
Visit Maynard's Blog: http://www.workingresourcesblog.com
Connect with me on these Social Media sites.
http://twitter.com/drbrusman
http://www.facebook.com/maynardbrusman
http://www.linkedin.com/in/maynardbrusman
http://www.youtube.com/user/maynardbrusman
Comments