Culture is a big word. It can mean different things to different organisations, and it is often used in the wrong context. It is not just about your mission statement or core values, although those are important aspects of culture. The most important aspect of culture is how these translate in behaviours, how you do business on a day-to-day basis with all stakeholders – customers, suppliers, shareholders, and employees. If you don’t have that right, then everything else will be an uphill battle for the long-term benefit of all involved.
Many companies think they have great cultures, but their employees disagree or feel disengaged from the company vision and goals because the behaviours they observe are not aligned with the vision, for example, there may not be clear lines of communication between management teams and staff members at every level.
The good news is that successful companies are leading the way by taking responsibility for driving a cultural change to unlock business potential. They recognise that they need proactive methods of managing their workplace culture. To be successful, it is essential for an organisation to use predictive tools and analysis with proactive follow through, such as the strategies that CultureScopeClub members use with their workforce science analytics.
Introduction To CultureScopeClub
Last month saw the inaugural launch of the CultureScopeClub, a forum that brought together leaders in Culture and Talent comprising financial services, oil, and gas, utility, nuclear, fintech, professional services, etc. Chaired by Catherine Dineley, Head of Group Culture at Lloyds Banking Group, the discussion focused on driving psychological safety at work.
Psychological Safety
Fostering psychological safety is a common issue across Club members’ organisations. How can an organisation instil psychological safety across tens of thousands of employees? How can an employee feel safe to speak up, innovate, and potentially fail, without repercussion? Whilst no two organisations are the same, members shared insights on their learning journeys to foster a trusted and safe environment. Once employees see their colleagues and leaders being genuine and vulnerable, they feel more at home and comfortable speaking up or asking questions. And it doesn’t stop here, as they should feel that once they speak up, their voice is heard, and is acted upon.
Off-The-Shelf Models, a tale of two companies
Culture leaders are often challenged within their organisation on why not to use an off-the-shelf model found in business literature. Armed with evidence, Hani Nabeel, Chief Behavioural Scientist at iPsychTec, illustrated how risky it is to borrow such models, with examples of two companies using the Lencioni model, but leading to different outcomes in each scenario, proving that the path to culture excellence is context specific.
People metrics with a culture lens
One of CultureScope benefits that members find invaluable is its capacity to crunch different datasets and analyse them with a common lens, something that People Analytics generally struggle with at large organisations with disparate, silo systems. Whether it is performance metrics, risk and incident management metrics or demographics, tenure, internal survey scores and reward, culture champions and leaders appreciate this holistic vision. Having said that, members unanimously agreed that they don’t want CultureScope results to be yet another dashboard, and so they strip out some data before sharing it more widely.
Hierarchical Flattening Tool
Club members also talked about how CultureScope is a hierarchical flattening tool. It provides a platform for anyone who wants to be involved in culture-shaping, to become a culture champion for their team. It holds everyone accountable for culture. It is like a mirror that can be held up at all levels of the organisation, to show how one’s behaviour affects the behaviours of others. Culture champions appreciate how it helps them have difficult conversations with its factual, data-driven insight.
Next Round Table
Club members closed the roundtable acknowledging some commonalities and differences in their journeys towards achieving their culture by design and agreed to focus on Managing Risk for the following forum.
About us
At iPsychTec, we leverage our award-winning, ground-breaking behavioural diagnostics and predictive analytics tool CultureScope to provide actionable insights to drive businesses forward, reduce risk and generate sustainable competitive advantage.
We combine our decades of corporate experience with behaviour diagnostics and predictive analytics capabilities together with most advanced technology to help organisations of all sizes and stature successfully undertake organisational culture change management.
Speak to us today to learn more about our ground-breaking diagnostics and data collection tools and analysis.
