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The Austin Technology Council held a CEO Roundtable on May 18th about “How Healthy is your Organization’s Culture”? The featured speaker was Dr. Carol Kallendorf, the Founding Partner of The Delta Associates. I made a commitment to Tweet more often and so I maintained a Twitter Stream throughout the whole event. If you’re not following me on Twitter, why not?
The event wasn’t an exceptional one as the featured guest has been in business of telling companies what they do wrong for over 27 years. Further, no matter how pointedly people asked her questions she had a political answer that wasn’t based on experience and instead, sounded like rhetoric. At the end of the event we all got handed a piece of paper (how very Baby Boomer) of the 10 questions you can ask to assess your organizational culture. While the document wouldn’t surprise you even if you were from Mars and didn’t even know what culture was, there were a couple on there that at least bore repeating:
- What are the issues that tend to align your Executive Team? What about fractionalize it?
- To what extent do the people in your organization have shared goals, vision or fate?
- Could your employees explain to their family members what it is that they do within the company that contribute to its success?
- Do people at all levels in your organization know what business you are in, how you make money and who your customers are?
- What’s your culture for handling mistakes and failure? What would your employees say is the culture for handling failure or mistakes?
- Do people like to come to work?
- How big a priority is culture?
Again, nothing earth shaking or really insightful but they ARE thought provoking. Can you make any changes today inside of your company that could represent a baby step in the right direction?
Tags: alisha ring, Austin, austin technology council, brian wong, carol kallendorf, change management, culture, delta associates, drive culture, Fame, Family, Fortune, Fun, hire better, talent acquisition, tweets, Twitter
[...] Culture’s hard to build and easy to destroy. One of the fastest ways to destroy it is to not fire people who clearly can’t do the job they’re in. Not only that, you’re doing that “problem” employee a disservice by asking them to live on pins and needles while you’re “too chicken” to let them go. [...]