[et_pb_section fb_built=”1″ custom_padding_last_edited=”on|desktop” admin_label=”section” _builder_version=”4.17.3″ background_image=”https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2022\/11\/1-1.jpg” custom_padding=”0|0px|30px|0px|false|false” custom_padding_tablet=”50px|0|50px|0″ custom_padding_phone=”” global_colors_info=”{}”][et_pb_row column_structure=”1_3,2_3″ admin_label=”row” _builder_version=”4.16″ background_size=”initial” background_position=”top_left” background_repeat=”repeat” custom_padding=”||223px|||” global_colors_info=”{}”][et_pb_column type=”1_3″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][\/et_pb_column][et_pb_column type=”2_3″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_divider show_divider=”off” disabled_on=”on|on|off” _builder_version=”4.16″ height=”200px” global_colors_info=”{}”][\/et_pb_divider][et_pb_text _builder_version=”4.17.3″ text_font=”PT Sans||||” text_text_color=”#ffffff” text_font_size=”72″ text_line_height=”1.1em” background_size=”initial” background_position=”top_left” background_repeat=”repeat” max_width=”582px” custom_margin=”0px||0px|-42px||” text_font_size_tablet=”52″ text_font_size_phone=”” text_font_size_last_edited=”on|tablet” global_colors_info=”{}”]<\/p>\n
Define these Four Elements to Change Your Work Culture<\/strong><\/p>\n [\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ custom_padding_last_edited=”on|desktop” _builder_version=”4.16″ custom_margin=”-77px|||||” custom_padding=”27.2344px|0px|0|0px|false|false” custom_padding_tablet=”50px|0|50px|0″ custom_padding_phone=”” global_colors_info=”{}”][et_pb_row column_structure=”1_3,2_3″ column_padding_mobile=”on” custom_padding_last_edited=”on|tablet” admin_label=”row” _builder_version=”4.16″ background_size=”initial” background_position=”top_left” background_repeat=”repeat” max_width=”1200px” custom_padding=”20px||0px|” custom_padding_tablet=”0px|||” custom_padding_phone=”” use_custom_width=”on” custom_width_px=”1200px” global_colors_info=”{}”][et_pb_column type=”1_3″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_image src=”https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2021\/06\/unnamed-scaled.jpg” title_text=”unnamed” show_bottom_space=”off” align=”center” align_tablet=”center” align_phone=”” align_last_edited=”on|desktop” disabled_on=”on|on|” _builder_version=”4.16″ animation=”off” sticky=”on” global_colors_info=”{}”][\/et_pb_image][et_pb_text disabled_on=”on|on|” _builder_version=”4.16″ text_font=”PT Sans|on|||” text_text_color=”#02b875″ text_font_size=”20″ text_line_height=”1.2em” header_text_color=”#000000″ background_size=”initial” background_position=”top_left” background_repeat=”repeat” text_orientation=”center” max_width=”140px” module_alignment=”center” custom_margin=”20px||0px|” global_colors_info=”{}”]CHRIS EDMONDS<\/a><\/span>[\/et_pb_text][et_pb_text disabled_on=”on|on|” _builder_version=”4.17.3″ text_font=”PT Serif||on||” text_text_color=”#363636″ text_font_size=”16″ text_line_height=”1.4em” background_size=”initial” background_position=”top_left” background_repeat=”repeat” text_orientation=”center” max_width=”140px” module_alignment=”center” custom_margin=”10px||60px|” global_colors_info=”{}”]<\/p>\n S. Chris Edmonds is a sought-after speaker, author, and executive consultant. He\u2019s the founder and CEO of The Purposeful Culture Group, which he launched in 1990. Chris helps senior leaders build and sustain purposeful, positive, productive work cultures. He is the author or co-author of seven books, including Amazon bestsellers Good Comes First (2021) with Mark Babbitt, The Culture Engine (2014), and Leading at a Higher Level (2008) with Ken Blanchard.<\/p>\n [\/et_pb_text][\/et_pb_column][et_pb_column type=”2_3″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_text _builder_version=”4.17.3″ text_font=”PT Serif||||” text_text_color=”#363636″ text_font_size=”24″ text_line_height=”1.5em” background_size=”initial” background_position=”top_left” background_repeat=”repeat” max_width=”720px” min_height=”929px” custom_margin=”0px||0px|” custom_padding=”||0px|||” text_font_size_tablet=”” text_font_size_phone=”” text_font_size_last_edited=”on|tablet” global_colors_info=”{}”]<\/p>\n Define, align, and refine – these are the elements that make up our proven three-phase culture refinement process.\u00a0 It\u2019s beneficial to examine the \u201cdefine\u201d stage, as it creates a foundation for your purposeful, positive, productive work culture.<\/p>\n My approach is founded on this fact – senior leaders must drive and champion their organization\u2019s work culture. They cannot delegate this responsibility to HR or any other function – they must model and coach their desired culture daily. They are responsible for clarity in the organization\u2019s framework:<\/p>\n In the define stage, we help senior leaders formalize their desired culture through an organizational constitution based on these four foundational elements.<\/p>\n Specify the organization\u2019s present-day servant purpose.<\/strong><\/p>\n When I interview leaders and team members in an organization, I ask, \u201cWhat\u2019s the purpose of this organization?\u201d 95% of the answers fall in two categories \u2013 delivering a product or service, like \u201cwe print catalogs,\u201d or \u201cto make money.\u201d<\/p>\n The reality is that most employees are not deeply inspired by the tactical output of the company. Nor do most employees receive a direct benefit when the organization makes money. However, most employees are motivated by the opportunity to serve others – and to collaborate with trusted teammates to serve others.<\/p>\n An effective servant purpose describes: Formalize your organization\u2019s desired values.<\/strong><\/p>\n Values are the principles you want demonstrated in every interaction – between bosses and team members, among team members, between team members and customers, etc.<\/p>\n [\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”4.16″ background_color=”#f7f7f4″ custom_padding=”0||0px||false|false” global_colors_info=”{}”][et_pb_row column_structure=”2_3,1_3″ use_custom_gutter=”on” gutter_width=”1″ make_equal=”on” column_padding_mobile=”on” module_class=” et_pb_row_fullwidth” _builder_version=”4.16″ background_size=”initial” background_position=”top_left” background_repeat=”repeat” width=”100%” width_tablet=”100%” width_phone=”” width_last_edited=”on|desktop” max_width=”100%” max_width_tablet=”100%” max_width_phone=”” max_width_last_edited=”on|desktop” custom_padding=”0px||0px|” make_fullwidth=”on” custom_width_px=”680px” global_colors_info=”{}”][et_pb_column type=”2_3″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_image src=”https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2022\/10\/1.jpeg” alt=”leadership” title_text=”Front,View,Of,Diverse,Business,People,Looking,At,Camera,While” show_bottom_space=”off” force_fullwidth=”on” align_tablet=”center” align_phone=”” align_last_edited=”on|desktop” _builder_version=”4.17.3″ custom_margin=”1px|||||” animation_direction=”off” animation=”off” global_colors_info=”{}”][\/et_pb_image][\/et_pb_column][et_pb_column type=”1_3″ _builder_version=”4.16″ background_color=”#efefe9″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_image src=”https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2022\/10\/3.jpeg” alt=”women’s leadership” title_text=”Multi-cultural,Office,Staff,Sitting,Having,Meeting,Together” show_bottom_space=”off” force_fullwidth=”on” align_tablet=”center” align_phone=”” align_last_edited=”on|desktop” _builder_version=”4.17.3″ custom_margin=”1px|||||” animation_direction=”off” animation=”off” global_colors_info=”{}”][\/et_pb_image][et_pb_text disabled_on=”off|off|” _builder_version=”4.17.3″ text_font=”PT Serif||||” text_text_color=”#818178″ text_font_size=”24″ text_line_height=”1.4em” background_size=”initial” background_position=”top_left” background_repeat=”repeat” text_orientation=”center” module_alignment=”center” custom_margin=”16.3%|10%||10%||” custom_margin_tablet=”|10%||10%” custom_margin_phone=”” custom_margin_last_edited=”on|desktop” text_font_size_tablet=”” text_font_size_phone=”” text_font_size_last_edited=”on|phone” global_colors_info=”{}”]<\/p>\n So, define, align, and refine to change your work culture into a place where your values are upheld in everyday interactions.<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.16″ text_font=”PT Sans|on|||” text_text_color=”#888888″ text_font_size=”12″ text_letter_spacing=”2px” text_line_height=”1.2em” background_size=”initial” background_position=”top_left” background_repeat=”repeat” text_orientation=”center” module_alignment=”center” custom_margin=”20px||20%|” custom_margin_tablet=”20px|||” custom_margin_phone=”20px||3.7%|||” custom_margin_last_edited=”on|tablet” global_colors_info=”{}”]CHRIS EDMONDS[\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”4.16″ custom_padding=”0||25px||false|false” global_colors_info=”{}”][et_pb_row use_custom_gutter=”on” gutter_width=”4″ column_padding_mobile=”on” custom_padding_last_edited=”on|tablet” admin_label=”row” _builder_version=”4.16″ background_size=”initial” background_position=”top_left” background_repeat=”repeat” max_width=”1200px” custom_margin=”|auto||auto|false|false” custom_padding=”0||0px||false|false” custom_padding_tablet=”0px||10px||false|false” custom_padding_phone=”” use_custom_width=”on” custom_width_px=”1200px” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_text _builder_version=”4.17.3″ text_font=”PT Serif||||” text_text_color=”#363636″ text_font_size=”20″ text_line_height=”1.4em” background_size=”initial” background_position=”top_left” background_repeat=”repeat” custom_margin=”37px||2px|||” custom_margin_tablet=”40px||0px|” custom_margin_phone=”” custom_margin_last_edited=”on|tablet” custom_padding=”0px||0px|||” text_font_size_tablet=”” text_font_size_phone=”” text_font_size_last_edited=”on|tablet” global_colors_info=”{}”]<\/p>\n Define those values in observable, measurable terms – because that makes them actionable.<\/strong><\/p>\n Lofty principles like \u201cintegrity\u201d mean different things to different players. By defining a value like integrity with 2-3 behaviors – for example, \u201cI do what I say I will do\u201d – you translate ideals into daily behaviors that everyone can embrace.<\/p>\n Define a strategic plan with performance objectives and goals clearly specified.<\/strong><\/p>\n Once senior leaders come to consensus on these essential elements of their organizational constitution, they are ready for the next – and hardest – stage: align all plans, decisions, and actions to your organizational constitution. In this stage, hard choices will have to be made. Routines, processes, and interactions may have to change, and there will be an adjustment period. Some people may not embrace your \u201cintegrity\u201d value or your \u201cteamwork\u201d value. You may need to set those folks be set free if they cannot accommodate the values and behaviors of your organization.<\/p>\n Alignment never ends.<\/strong><\/p>\n The third stage is refine. As noted in the align stage, you cannot tolerate leaders or players behaving badly. Give those players a chance. If they align, celebrate that. If they are unable to align, lovingly set them free. Clients typically find the need to revise behaviors over time. For example, if you have a behavior like \u201cshow up on time, ready to perform\u201d as part of your \u201cexcellence\u201d value, two years into this process you may find that 95% of your workforce demonstrate that behavior. At the same time, you may need to implement a new behavior in your \u201dexcellence\u201d value like \u201cteam goals are as important as individual goals.\u201d You can \u201cretire\u201d the \u201cshow up on time\u201d behavior (since it is embedded in your work culture) and elevate the \u201cteam goals\u201d behavior to replace it.<\/p>\n So, define, align, and refine to change your work culture into a place where your values are upheld in everyday interactions. The benefits include a 40% increase in employee engagement, a 40% increase in customer service, and a 35% increase in results and profits, all within 18 months of implementing our culture process.<\/p>\n [\/et_pb_text][et_pb_code _builder_version=”4.17.3″ _module_preset=”default” global_colors_info=”{}”]\n
\u00a0In the Define stage, leaders must:<\/h4>\n
– What the organization does
– For whom
– To what end
– How what you produce improves the quality of life for customers and communities.<\/p>\n