I do personalised rebound coaching sessions with working-class clients whenever they are undergoing corrective behavioural processes.
I’m super grateful for those up-and-close moments of holding them up through the reprimand seasons and returning them to their workplaces stronger and better, individually and corporately.
On one of those opportuned occasions, my client gave me an account of how the management team at his company had unwittingly been aiding unprofessionalism and official misconducts as a culture.
He said the impact had so much set in, that the majority of the employees had decided to resign enmasse. It had become a toxic work atmosphere, unknown to the management team. My client felt more pained that the top brass had made themselves inaccessible, so much that he couldn’t hint them of the impending corporate tsunami.
This is a typical case of a decaying corporate culture. When culture becomes toxic, outdated or when the leaders do not actively manage and evolve it, it decays!
For the avoidance of doubt, corporate culture refers to the shared values that shape organisations and could determine for how long they succeed.
It’s a new year, and companies like the one in this story dream of conquering the world, but their company culture isn’t even export ready!
For majority firms, management and team retreats/training plus strategy sessions have been a thing since December and even this January.
It’s amazing however that the agenda of so many of those extensive sit downs would usually include: facts and figures-based sales forecasts, bigger market niches, product development, market expansion, investment and investors’ interests, team welfare, customer service, etc.
But sadly, the agenda would seldom include data on CULTURE audits, updates, reorientation, reviews, etc. Reason? The HR team should bother about that, right?
Dear business leader, if culture talk misses centre stage at such sensitive moments of your team, it doesn’t show you are in business for the long haul!
Don’t let culture deficit eat up all your strategies for breakfast. For instance, the cankerworms of old and expired practices of your leadership or service teams can’t get your team to the new levels you are projecting.
Take this from me as a free business advisory, “Ensure to make Trust Capital Building a Key Success Metric driven on the wheels on your corporate culture this year.” Think! In part two, I will teach you some safeguards for your corporate culture.
Send me a message if you require a culture audit and jumpstart session with your leadership team.
Have the best of the year!
I’m Bosede Olusola-Obasa, Character Development Trainer, Trust Culture Strategist, and Best Workplace Attitudes Advisor.
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