Developing an engaging and responsible organisational culture begins with senior management developing a healthy relationship to self. Clarity of self at the senior level enables clarity of vision and core values. A clear vision and guiding set of values assists senior managers to clarify the strategic direction of the company and focus on achieving their strategic objectives. Once senior management have clarity and have internalised a clear strategic direction, they can effectively communicate the direction of the company to all levels of the business.

One of the most challenging tasks that senior management have is getting staff to ‘own’ the vision, values and strategic objectives. In other words, ‘getting traction on the ground’. How does senior management achieve outstanding business outcomes through high performing teams?

Engaging in four questions is a good start:

1. How do we develop a clear purpose and have employees understand why we are taking the company in this direction?
2. Paint the picture – what will the future look and feel like when we achieve our goal?
3. What is the plan so we have a step-by-step guide of how we will get there?
4. How do we have the teams understand the part that they play in helping us move forward?

This is a win-win perspective because employees at all levels have clarity and can identify their part in achieving strategic objectives.

A clear culture means more than having a vision statement and core values copied off the back of a Kellogg’s box. Leaders of the 21^st century require education, skills and experience plus Emotional Strength™ to translate their good ideas and intentions into tangible business outcomes.

A sustainable culture that reflects the values of the company in which people are engaged and stimulated to achieve company objectives, takes a conscious commitment from everyone in the organisation. Clear Perceptions has developed a Culture Development Program for businesses who are prepared to make that commitment.

The program is not for the faint hearted. It is robust and rigorous and it takes courage to look in the mirror. The process takes 18 months (see Diagram A below) beginning with a Leadership Mastery program for executives, consists of Executive Workshops and one-on-one work with a trained senior psychologist. Six months into the program, we commence

1. Leadership Development Program for middle management including a series of workshops
2. Communication Workshops for all other staff.

Two months later we initiate work with the ‘Stars’ that the Executive team has identified as future leaders. These individuals have clear potential and will shadow the current leaders through a structured mentoring program. The company is now set for the future.

(To enlarge Diagram A below, please click the image)

Some of the expected outcomes along the way:

• Clear vision and values
• Clear strategic objectives
• All employees of the organisation ‘own’ the vision and values as it aligns with their own
• The vision and values impact operational and financial performance
• Clear communication at all levels of the business provides safety in workplace
• Identification and measurement of the key financial indicators that demonstrate sustainable health of the business
• Accelerated learning
• High performing teams with advanced communication skills
• A sustainable culture