“…Measuring progress is often like watching grass grow. While it’s difficult to detect movement on a daily basis, it’s simple to see growth over time…” – Frank Sonnenberg
Benchmarking is a way of discovering where we are. It helps us to identify gaps in our organisation that might be barrier to optimised culture. Once we are clear what themes and issues we are dealing with, we can plan and execute focused initiatives to drive results.
One of the biggest pitfalls for culture is leaders assuming they know how their people are feeling and what they are thinking. In organisations, assumption creates false information which drives misguided planning and misplaced action, and often creates unintentional disengagement.
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Benchmarking company culture.
Kim supported my leadership team throughout the implementation phase of our new RSHQ statutory body.
The project required both strategic communication and facilitation of a new governance structure to support our vision of Zero Serious Harm to resources sector workers and affected communities. It was a pleasure to work with Kim and benefit from her knowledge and experience.
Kim has an on-going relationship with the Queensland Corrective Services Academy in the provision of professional development for our senior custodial and Probation and Parole staff.
Kim’s sessions on Cultures of Excellence are interactive and encourage the participants to gain personal insight into their personal and professional competence and individual contribution to the agency. Kim’s sessions are always high energy, well received and thought provoking.
I have worked with Kim Yabsley from Stratcomm on a few occasions and have found Kim to be very easy to work with, both from an administrative perspective in organising things and the outcomes that Kim has helped us to achieve.
Kim is very good at working with staff around change management and building resilience. Kim is easily able to build rapport and trust with others and I would thoroughly recommend Kim as an extremely good facilitator and coach.
We understand and we have all the answers you need…
Benchmarking is a way of discovering where we are and It helps us to identify gaps in our organisation (themes and issues) that might be a barrier to improved or optimised culture. Once we are clear about what themes and issues we are dealing with, we can plan and execute focused initiatives to drive results.
Once we are clear about what themes and issues we are dealing with, we can plan and execute focused initiatives to drive results and improve culture.
One of the biggest pitfalls for culture is leaders assuming they know how their people are feeling and what they are thinking. We all know what they say about assumption, right? In organisations, assumption creates false information which drives misguided planning and misplaced action and often creates unintentional disengagement.
Organisational outcomes linked with improved cultures, such as increased engagement, better productivity, reduced conflict and absenteeism, better press, improved organisational narrative (because culture is largely built on shared stories and understanding of the environment we operate in), all start with asking your people what is going on for them. Listening to what they say and responding in a future-focused, solutions-oriented, collaborative way.
Resilience builds better culture.
It expands teams, enhances outcomes. It creates clarity of thought and cuts through in communications.
When we are resilient, we think more clearly, we reach further, we respond versus react. Resilience builds better teams, plain and simple. We open more and listen differently. We collaborate more effectively. We lead from the front. We are present, curious, conscious, and consistent. We feel happier. We inspire others. We share responsibly. We take decisive action.
They synthesise results, expand outcomes and engage more fully.
Engagement explodes productivity, focused action enables razor-sharp focus.
Culture is little more than the sum-total of our relationships so the more we invest in people, the more we develop human bonds, the better placed we are to resolve conflict, negotiate outcomes deliverables, agree on timelines, workload and role accountability. The more we communicate with clarity, the more purposeful we become in our actions.
When everyone on the team becomes more purposeful, communicates for outcomes and approaches issues in a respectful and collaborative way, enhanced outcomes are a natural side effect.
Read more: Culture Utopia: the myths regarding engagement (Featured on Success NQ)
Employees are a company’s greatest asset. Attract and retain the best. Provide them with encouragement. They are an integral part of the company’s mission.
Individual action has a cumulative impact. When it comes to culture, the small efforts of many results in big changes. Help to link the hearts and minds of your employees by building resilience and watching how they begin to drive and adapt to change.
Resilience breeds productivity. Culture starts with understanding individuals, with provides pathways for them to connect who they are with what they do. Personal connection is the secret sauce of culture change. Individual action has a cumulative impact. When it comes to culture, the small efforts of many results in big changes. Help to link the hearts and minds of your employees by building resilience and watching how they begin to drive and adapt to change.
Aspects to build resilience:
Physical Resilience – Eat, sleep, move! When we get the foundations right, we are off to a great start. Take the time to ask yourself the basics you need to revisit/reset.
Social Resilience -Connecting with others helps us to experience belonging. Take time to greet your colleagues, have a laugh together, support others and ask for help when you need it. Connection creates collaboration.
Emotional Resilience – Developing perspective helps us from experience and resolve conflict. Emotional intelligence drives self-reflection, adjustment, development and progress toward goals.
Cognitive Resilience – Insight illuminates but action drives outcomes. Connect with goals, reassess priorities and plan for action.
Individuals need the opportunity to develop insight, take action and expand outcomes. Organisations must reflect and respond, integrating feedback and applying the technique of ‘inspired engagement’. This combination of insight and action, at the individual and organisational level, is the cornerstone of building a better culture.
Good culture is created through 3 simple (but not always easy) steps, benchmark, build and embed.
Stratcomm helps organisations to build better culture through strategy and consulting, team and leadership development, culture benchmarking and online programs.
If enabled, culture provides a pathway for people to get connected to, own and embed the essence of your organisation in what they do, every day. Like many things in life (and in our organisations), when it comes to culture it really is the small efforts that have the biggest impact.
Culture cannot live and breathe unless it is owned at the local level and demonstrated through relationship development, emotional intelligence and interpersonal skills. Results are not the focus but naturally follow when those energies are present in a group that is working towards an agreed outcome, which is clearly defined and for which they are adequately enabled.
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Archispeaks is an innovative culture benchmarking app, designed to capture and aggregate employee feedback, in real time. A simple survey style set of questions measure employee experience, wellbeing and perception of leadership, teamwork and areas for improvement.
A customisable dashboard offers dynamic, real-time insight that can be viewed at team, region or organisation level, offering valuable insights that shape business strategy.
Archispeaks offers an integrated approach to transformational change, engaging employees confidentially and identifying solutions which are evidence based and contextualised to your organisational environment.
Archispeaks delivers valuable insight into what lies at the heart of organisational issues, supporting organisations to build better culture.
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