9 Principles of Organizational Culture

Your business may have a networking marketing team that is thriving and filled with young, excited Millennials trying to reach success. It might be a startup company with less than 10 employees eager and hungry to ensure the product or service is filled with the most value possible. Or perhaps you are a solo entrepreneur looking to jump deep into the world of business leadership to implement and make your mark. In any scenario — there are a few principles that every single culture within the team or within the company that every single entrepreneur should understand.

9 Principles of Organizational Culture

1. Optimism. Many entrepreneurs have a hard time maintaining optimism during tough times. But being cognizant of your optimism even in the face of negativity will allow you to create opportunities within those challenges. When you’re cognizant and optimistic at the exact same time, you develop the ability to stay positive, while also being aware of the negative.

2. Purpose. It’s important to know your team well enough to understand their drivers, ambitions and long-term goals. Understanding how their role within the organization fits within the context of their larger life picture, allows a team leader to extend purpose-filled opportunities and mechanisms.

3. Self-Awareness. It’s important to develop practices that are developed off of the team’s true strengths. Team leaders should have self awareness to ensure that the mid-level and support staff within the organization still have the input necessary to contribute high levels of competence, value and productivity.

4. Goals. Every single organizational culture should continuously ensure that their goals are firm at the individual level as well as the group level. Organizations should develop systems and practices to make sure each individual within the company understands the organization’s goals and how their role is structured to support that goal.

5. Actions. It’s also important to measure how much action is truly being taken on the concepts and the verbiage. Not only speaking the company’s messaging and mission statement — but also implementing the actions that supports those statements as well. Teams leaders should develop systems that promote streamlined messaging and also opportunities to demonstrate actionable tasks.

6. Energy. If an individual is engaged in activities or programs that are not 100% correlated to their strengths, their energy level will begin to decrease. Managers and team leaders should try to create daily practices where what that person loves to do or things that he/she may enjoy are implemented into the daily routine.

7. Wisdom. Approach life as if it’s a classroom. Every single person coming into the organization should view the business almost as classroom — seek out occasions to grow and expand. Look for different ways to achieve more competence. It’s the manager’s job to implement all the current competencies necessary to for the support staff in addition to all the future competencies that they’ll also require. Team leaders or managers should be able to build and bridge that gap so they can understand what they do great right now but also what’s necessary for future growth in learning and competence.

8. Courage. Much to do with the competence, but also having the ability to experience the competence. Not only understanding, but also putting forth the action, seeing measurable results and thus building courage, confidence and the ability to push forward. Teams leaders should empower their tribe in this way — with courage and confidence — in order for them to be truly successful, feel valued and be productive.

9. Love. Within the context of a business, it’s important to make sure that are adequate amounts of core life, emotional-centric conversations to increase trust and reward activations in the mind. Yes, money is important to live, but at the end of the day, we’re all human beings with emotional centers. In business, we need conversations that have nothing do to with the business. Whether the manager organizes daily 5 minute breaks, weekly round-table discussions, monthly lunch meet-ups or quarterly team-building retreats, it’s important to implement emotionally fulfilling activities within the organizational culture of the company.

Companies can tap their natural advantage when they focus on changing a few important competencies, enlist leaders that are cognizant and harness the power of employees’ emotions.

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