Influencing Corporate Culture

24 Aug Influencing Corporate Culture

Posted at 08:13h in human resources by

I’ve spoken to a number of executives lately who are concerned about their corporate culture and who want to know the key areas for leveraging change. Here are four areas that influence culture directly and are in your control as an executive team:

  1. What behaviours we allow (we teach people what okay and not okay)
  2. What we reward (monetarily or through praise, promotion, and recognition)
  3. Who we hire, what we look for when we hire, and who we help “exit” the business
  4. The visible behaviours of the executive team we demonstrate to the rest of the company
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Mike Desjardins
miked@virtusinc.com

Mike is a a graduate of UBC’s Sauder School of Business with a Bachelors of Commerce, Mike has spent the past 21 years transforming businesses.

3 Comments
  • Tamara Vann
    Posted at 12:14h, 24 August Reply

    Your points are right on. When those areas are addressed, it does become easier to change a corporate culture. This video http://www.upyourservice.com/video-theater/how-do-you-build-and-sustain-a-superior-service-culture provides some great insights on how to build a culture that’s geared toward service – and ultimately success.

  • Influencing Corporate Culture (via Some thoughts on strategy, leadership, and corporate culture.) | WOW. FUN. PEOPLE.
    Posted at 15:38h, 24 August Reply

    […] Here are 4 great points from Mike Desjardins of ViRTUS. Make sure you click on ‘Read More’ to view the entire post. I’ve spoken to a number of executives lately who are concerned about their corporate culture and who want to know the key areas for leveraging change. Here are four areas that influence culture directly and are in your control as an executive team: What behaviours we allow (we teach people what okay and not okay) What we reward (monetarily or through praise, promotion, and recognition) Who we hire, what we look for when we hire, and who we help “ … Read More […]

  • Anne Preston (@personalleader)
    Posted at 11:45h, 28 October Reply

    So often, when I talk to folks in leadership who want to change culture – they are indeed orientaged to initiating change in others. In effect – they separate themselves from the culture in order to “judge it”. What they forget is the opportunity to lead from the inside – out; to model the desired culture authentically and with congruence by being great at self leadership first. Trust is built by the congruence that comes from doing THAT.

    Do THAT & the culture will shift.

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