{"id":1228,"date":"2016-08-03T18:13:33","date_gmt":"2016-08-03T16:13:33","guid":{"rendered":"https:\/\/organisator.ch\/?p=1228"},"modified":"2016-08-03T18:13:33","modified_gmt":"2016-08-03T16:13:33","slug":"culture-eats-strategy","status":"publish","type":"post","link":"https:\/\/www.organisator.ch\/en\/management\/2016-08-03\/culture-eats-strategy\/","title":{"rendered":"Culture eats strategy"},"content":{"rendered":"

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Culture eats strategy (depositphotos.com - gustavofrazao)<\/figcaption><\/figure>\n

Time and again, we come across the following in our dealings with companies: They have a good, i.e. sustainable, strategy. But they fail to implement it in their day-to-day operations. Company leaders often ask themselves: What's the problem? Were the goals set too high? Do we have the wrong team? Do the employees not identify with the company and its goals? Or ...? Such questions are rightly asked. Because only if the factors at the level of the corporate culture that promote (mis)success are known, can they be specifically influenced.<\/p>\n

Research shows that it Three central drivers<\/strong> to develop the corporate culture:<\/p>\n

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  1. The behavior of managers and supervisors. After all, they act as role models for their employees.<\/li>\n
  2. Internal communication and information. Because only if employees know which overriding goals the company wants to achieve and why, can they orient their behavior to these.<\/li>\n
  3. The opportunities for self-organization and independent action. Because only if employees have the necessary creative freedom can they actively participate and help shape the corporate culture.<\/li>\n<\/ol>\n

    And employees are willing to do this, provided the necessary framework conditions exist. Numerous studies show this. They not only show that most employees are dissatisfied with their company's culture, but also that they would like to play an active role in changing it.<\/p>\n

    Against this backdrop, one can only recommend that the top managers of companies actively deal with the corporate culture. The first step here should always be to first ask themselves in a kind of as-is analysis, for example:<\/p>\n