Creating a Balanced Culture

By Priscilla Luzader Pipho

There is a place in each of our lives where we are internally at rest. We call it balance. It’s when we can let go of the things we can’t control, accept the season of our lives, and be grateful for what we have. And as we achieve this inner balance, we start to discover how much more we can accomplish. The same is true for organizations. Creating a culture that is balanced can be achieved with intentionality.

Strategic Alignment

If we start with alignment we can’t go wrong. Alignment occurs when systems are in harmony and outcomes are optimized. Whether in an engine or a spine, alignment optimizes desired results. In an organization, we speak of strategic alignment when there is an intentional effort to get everyone on the same page to drive performance. 

And by simply aligning everyone to the vision of the organization, culture is improved. If someone was to come to your organization and observe the people, what would they say about the culture? Would they see consistency across the organization or confusion? Culture of clutter and chaos where competing priorities rein? Or clarity of direction and confidence in decisions?

Purpose

When an organization has a clarity of purpose, people know it. This is why revisiting the vision/mission/values is the place to start. Don’t be afraid to make changes to make it simpler, using language that is easy to understand. Include thought leaders in your organization in the process and use it as a chance to gain input and agreement. As people participate in developing the vision, they will naturally support it. 

Communicate

Once you are clear on purpose, communicate strategically. Find your key touch points and saturate them. If you have a company intranet site or a weekly message from the boss, reinforce the purpose. Use your leadership team to cascade messages throughout the organization. Align and communicate. It will appear organic as you use existing systems and consistent messaging. Know what you stand for and share it broadly. 

Change and Sustain

If you truly want to transform a culture, don’t assume it’s one-and-done. Just know that people will stray from the chosen path over time so build system check-ins. Revisit and remind people of the purpose and find ways to keep it alive. Annual team building should be built around core values. Use surveys for stakeholders to see how well you are walking the talk.  Hold town halls where dialogue is engaged. Reinforce the raison d’être that people want to feel a part of something great. Inspire and repeat. 

Culture is created by what you do or do not. Being intentional in developing a culture that aligns people and purpose results in a harmony that will last.