How do we implement and maintain our culture?

We have specialized in securing that how the manner in which the organization thinks, feels and acts forms the right basis for the efforts and efficiency we need in order to succeed. The foundation of all we do therefore starts with the company culture. Below, we will present our view on how to secure a strong implementation, what it entails, and last but no least what results it creates.

Let us start with addressing the importance of culture on the results of the company. Previously, we described how good results require good leadership – and great results require great leadership. At the same time, we know that a manager has a much easier job being a manager in a strong culture. Therefore, the company will see great management results when the culture supports the management. Oppositeely, a bad culture can destroy a good leader very quickly. No doubt about that. It is easier to manage employees who “are willing” than employees who “are unwilling”. Management development should therefore always be supported by developing the culture so that the employees understand, believe in and wish to live by the mission, vision and values.

There are three areas to ”tune” in the company on the internal part:

  • The strategy and the defined must-win battles
  • The structures, organization and processes
  • The culture – how we think, feel and act

The managers can elaborate a fantastic strategy, but if the culture – and thereby what the rest of the organization thinks, feels and acts – does not support the strategy, the 3 circles will not move together but create friction because they are all equally important and interdependent. In order for us to develop our customer into a High Performance organization, we need to take a look at the entire picture and not only fragments.

To become one of the best requires development on all aspects.

In Intenz we believe that sustainable development is about looking at and working on the whole. Let us give you an example. If we strengthen the sales department they will definitely become better sales reps. But with that said – what does that mean for the rest of the organization? It will not move – it will remain the same. For sure, developing one department or area can create fantastic results if e.g. it was the last missing piece of the puzzle. But sometimes, we see that looking at the whole can create results that exceed all expectations. With an entire culture process, we address the whole based on the culture. This is done in three steps:

First step – where do we wish to go?

Second step – Where are we right now?

Third step – How do we get there?

First step is about defining where we wish to go. What should we be passionate about – and not burning platform but burning passion. We believe – and are again and again confirmed in our belief – that passion creates momentum and high motivation – while a burning platform creates fear and uncertainty – and thereby standstill.

To create the burning passion we work with the following elements:

  • What are our overall goals?
  • What results do we wish to reach in the planned process?
  • What behavior do we wish to see amongst our people at the end of the process?

Second step requires a pre-analysis. We need to know our starting point in order to determine the development necessary to reach the desired goals. The pre-analysis can contain one or more of the following elements:

  • Measurement of the organizational performance
  • Culture survey
  • Personal profile
  • Team profile
  • Manager assessment
  • Sales profile
  • KPI’s

Third step requires new knowledge, proper attitudes and implementation. In this fase, we work with the following elements:

  • Goals – understanding, accepting and appreciating the defined goals
  • Giving useful new knowledge
  • Creating a high degree of happiness and motivation as well as a desire to develop
  • Ensuring understanding of the benefits of training
  • Motivating the participants to make the necessary changes in behavior
  • Developing skills in selected areas

For the managers this means that we address how they:

  • Prioritize their time
  • Communicate
  • Exercise management
  • Plan their efforts

For the employees this means that we address:

  • Prioritization of time on the most valuable tasks
  • Increased number of efforts
  • Improved efficiency in the daily tasks
  • Communication and cooperation
  • Giving and receiving feedback
  • Living the mission, vision and values

By developing the whole, there will be a stronger dedication to living the mission, vision and values – and thereby a strong culture. And what does that mean for the individual organization?

The yields are many – let’s mention some: Maintaining and attracting the best employees and managers, increase earnings, lower costs, better exploitation of the resources, better customer culture and thereby increased customer loyalty, decreased absenteeism and improved performance. In Intenz we create results through people. And implementing and maintaining a new culture cannot be done without involving the people. It takes energy, resources and most of all heats and passion.