Strategic Synergy: Aligning Organizational Culture with New Year Goals

 As the new year approaches, businesses and organizations reflect on their goals and strategies.

What worked this year, and what didn't?

Was there something we didn't quite achieve this year but need to prioritize for next year? 

No matter your role, we are thinking about all we accomplished in the past 365 days and what we plan to accomplish next. But how often do we align these strategies with the organization's life source—organizational culture? 

Research has shown that when organizations, businesses, departments, and teams harness their organizational culture in their business operations, strategic planning, and employee management, this positively impacts the organization's overall performance and long-term financial success.

As you strategize for the new year, here are some things to consider. 

1. Organizational Culture is More Than Your Organization's Values and Mission Statement. 

One core component of organizational culture is the values, principles, and ideals built into your organization. These are the written rules and the description of the experience we want our stakeholders to have when they work with us. However, that is just one small piece of the pie. Think about the interactions that happen within your company.

How do your customers communicate with your business? How does your business communicate with your customers?

How do your employees communicate with leadership? How does leadership communicate with employees? 

Do employees have access to the CEO or Business Owner? Or is there a distinct chain of command?

Are there phrases or mannerisms that are common in the interactions?

For example: "Let's not reinvent the wheel." "If it is not broken, why fix it." "Embrace the pivot."

These interactions and behaviors are also a core component of an organization's culture. They, too, describe the experience stakeholders will have with the organization. However, these rules are unwritten and observed. 

2. Observe the Characteristics of the Work Environment.

Some organizations thrive on chaos. Risk = Reward. 

Some organizations thrive on stability and predictability. Control = Efficiency 

Think about your work environment. Think about the people, your team, your leadership, your coworkers. What are the core aspects of your work environment that make you successful?

Does your team thrive in a fast-paced, innovative space where they have the autonomy and flexibility to decide when and how their job/projects are done? Do they like to take risks and be creative? 

Does your team thrive in a routine, structured, and controlled environment? Do they want predictability, stability, and consistency? 

Does your team thrive in a collaborative space where everyone is family? Do they want open communication and to be involved in all aspects of the business's decision-making process?

Observing the behaviors of our work environment can help us better understand what motivates our employees and how they manage change. 

3. Different People Thrive in Different Environments

It is important to understand that not everyone thrives in every environment. Some people rely on rules, policies, and procedures to govern their daily lives, while others thrive in a fast-paced environment with organized chaos. People who want routine and predictability may not do well in a chaotic work environment without rules and procedures. And that is okay. 

However, it is important to acknowledge the type of culture and work environment in which your organization, department, and/or team thrives.

If one of your strategies is to decrease employee turnover by 5%, note why there is turnover in the first place. Are we hiring people who cannot thrive in our work environment? Maybe we need to revise our hiring practices to screen candidates and gauge whether they can work in our work environment. 

4. Characteristics of Effective Leadership Differ Depending on Your Organization's Culture.

Leaders play a pivotal role in aligning culture with strategy. They set the tone for the entire organization by modeling the values and behaviors necessary for success. However, effective leadership can look different depending on your organizational culture.

For example, in a family-oriented, employee-centered environment, leadership plays the role of a mentor and coach. To successfully manage a high-performance team, they have to engage in active listening and ensure all employees are heard. These characteristics might only be effective in an environment that defines their success in employee development and involvement. 

The Competitive Edge

Organizations that align their organizational culture with their strategic goal and business operations don't just survive; they thrive. 

Research consistently shows that when organizations align their organizational culture with their strategies, goals, and business operations, they see an increase in employee productivity and satisfaction, a reduction in turnover costs, and a positive impact on overall organizational performance and long-term success. 

As the new year approaches, consider making culture alignment the secret ingredient to achieve strategic synergy. 

Ready to Align Your Organizational Culture with Strategy Planning? 

At Catawampus Consulting, we specialize in helping your organization align its culture with business operations. From developing organizational performance assessments and designing employee engagement strategies to leadership coaching, let us help you create a culture-driven strategy that sets your business apart. Contact us today for a consultation!