None of us feel we have enough time. It’s a finite resource, and it forces us to make choices. Those choices send signals about what we really value. One of the strongest symbols of a culture is how time is spent. When people see this changing, they start to believe your communication about values.
Yesterday I had a conversation with an OD manager who used this word to describe his organisation"s goal in relation to their efforts on culture next year. "We need to refresh our culture and to re-engage people in our purpose for wanting to improve it". Given so many companies have dedicated effort already to building values and behaviour that suits their goals and strategies, there is likely to come a moment where it seems important to refresh.
On February 27th Walking the Talk in Brazil hosted a breakfast session with Walking the Talk co-founder and Executive Chair Carolyn Taylor, which triggered some great insights in the group.
Check out the ten topics that summed up the core of our conversation.
Staff turnover is healthy. You want new blood, new thinking, new approaches to make your business better and richer. But at the same time, you don’t want your staff to leave quickly, because this means losing knowledge and experience, without mentioning the pain and the cost of recruiting.
One of the most commonly asked questions in my work on culture is how long will the change take? When will we have the culture we need? There is no simple answer to this question because a multitude of factors can influence the speed of culture change across an organization. But there are things you can do to speed up the process.
