So what emerged as our top tips for creating a culture that can support organisational resilience?
Write it down
Train YOUR STAFF
Leadership needs to make space to think about culture. To identify the core values of the organisation and then to make sure that there is time for employees to engage with them, bring their ideas to the table and to reflect. There needs to be a regular period of ‘check and adjust’ to make sure that organisational purpose and culture are aligned.
Developing effective communications around culture is an obvious point but in our fast-growth companies, evidence of culture appears throughout the building and wherever employees engage with the organisation. It needs to be visible and constant and tailored to the key elements of success for your organisation. So if growing audiences is essential, then your measures of culture needs to put that at the heart of your employee experience.
Investing in staff is important of course but a savvy culture plan will make best use of skills that already exist in the organisation, sharing knowledge and bringing training back into the building. Its not a cliché to recognize that staff can mentor and coach each other and if you happen to have a skilled facilitator or yoga teacher in your midst then using the skills that are already exist is a great start. Great cultures maximize their internal assets; they don’t often buy in ‘experts’.
Images from left: thedailyenglishshow via VisualHunt
CreatE space
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