5 Mistakes to Avoid in Culture Programs

Building a positive company culture is often a misunderstood journey that often prevents leaders from even walking down the path. Most leaders will claim they value culture, however, very few understand how to approach this nebulous effort. There are certain dos and don’ts when approaching growing a healthy culture. Here are the five mistakes leaders make that you don’t have to when starting or enhancing a culture program.  After designing unique company cultures for companies in various industries, I can assure you that it is possible to create a culture program by avoiding these pitfalls:

Ditch the FUN Committee: According to our data of 22,000 individuals, only 7% value the idea of ‘Fun’. With 93% of the rest of the population separating the concept of fun and work. The word ‘Fun Committee’ can create cynics very easily, putting a belief in their mind that this is just child’s play. A waste of time, and you immediately alienate the majority of your workforce. One simple adjustment you can make is to rename this group: The Culture Keepers. This is an invited group of individuals who voluntarily wish to keep the culture of the company secure and brainstorm ideas to enhance and support it.

One-And-Done: I often see companies experimenting with certain facilitations or tools, like personality tests to bond the group. While these are well-intentioned, with no real plan of answering the question: ‘Now What?’, it again creates cynicism among the ranks. They often deem it a waste of time, with the idea makers being the only ones who get excited around it. It’s OK to experiment and try new things. Matter of fact, it’s encouraged. However, state that intention. Invite the right leaders into the ‘experiment’. State, “we are simply experimenting with a tool or an idea, we want you to experience it and then tell us if and how we may or may not use this in our company.” This approach sets the tone and proper expectations for the experience.

No Vision, No Go: When enhancing culture, it’s often in the hands of HR.  Culture begins at the top. HR’s job is more Air Traffic Control, guiding the process and facilitation discussions and brainstorming, and without a clear vision of what the owners or top executives wish to achieve, it’s a “fire, aim, load” approach. It becomes people’s opinions on culture direction. Instead, have the top leader write down the desired culture and set a vision for what’s possible and what is desired. With the end in mind, now a team can brainstorm ideas to enhance and grow the culture.

NO Core Values, No Go: Core values are designed to help people make decisions when doing their job. The goal of any culture program is to ignite or activate the core values. In other words, the vision and core values are the guiding principles of how you want your employees to behave. For example, Disney’s Core Values are: Safety, Hospitality, Plus the Show and Capacity, in that order. An employee is allowed to push a guest out of the way of a speeding Mickey if there is a safety issue. All training and coaching surround these four core values. Without them, you’re just throwing darts.

Don’t Track Your Progress: There is a belief that you can’t track culture; it’s something you feel. The truth is, you can track your progress; you must track it. Let’s face it, you can’t improve what you don’t track. You will be amazed if you put a group of passionate culture people in a room and simply ask, how might we track our efforts? The ideas will flow. Remember, it doesn’t have to be perfect. Collecting stories of decision-making is good tracking. Allowing people to nominate others for living the culture is a metric. There are many ways you can track culture, so step one is to believe you can, step two is to brainstorm!

ACTION PLAN: Stephen Covey was famously quoted as saying, “Culture eats strategy for breakfast!” If you do nothing with your culture, it will happen regardless. The problem is, it’s not going to be a very good one. If you need help, let’s talk. I’m here to help. Life’s short, let’s make the best of our time here, serving and growing others!

JOE KIEDINGER