Episode 21: How Do Organisations Establish and Maintain a Company’s Culture, And How Can Our Steps to Change Methodology Encourage People to Live It?

Welcome to this episode of our podcast, hosted by Allen Liedkie, featuring Mark Shillibeer, a director at Steps. In this episode, we delve into the concept of company culture, its significance, and the challenges businesses face in achieving cultural alignment.

We explore how the Steps to Change model can effectively enhance workplace culture through its four-stage process. Our discussion highlights the importance of understanding and transforming company culture to create a cohesive and engaging work environment.

Read on to learn more about why it’s vital to establish and maintain a healthy workplace culture at your company.

Company culture refers to the collective values, beliefs, and behaviours that shape how employees interact and work together within an organisation. It encompasses everything from the formal mission statements and guiding principles to the everyday practices and interactions that define the workplace environment. Company culture is not just about what is written in policy documents but also about how these policies are enacted and lived out daily by employees at all levels.

The significance of company culture lies in its impact on virtually every aspect of a business. A strong, positive culture fosters an environment where employees feel valued, engaged, and motivated. This, in turn, enhances productivity, innovation, and overall job satisfaction. When employees understand and align with the company’s values, they are more likely to take initiative, collaborate effectively, and contribute to the organisation’s goals.

Furthermore, company culture plays a crucial role in attracting and retaining talent. In a competitive job market, organisations with a well-defined and appealing culture have an edge in attracting top talent. Prospective employees often look beyond salary and benefits, seeking workplaces where they can thrive and feel a sense of belonging.

A cohesive culture also strengthens the brand identity and reputation of the company. Customers and clients are more likely to trust and do business with companies that are perceived as having strong ethical values and a positive working environment. This trust can lead to increased customer loyalty and a stronger market position.

In summary, company culture is foundational to an organisation’s success. It influences employee engagement, talent acquisition, brand reputation, and overall performance. Investing in and maintaining a positive company culture is not just beneficial but essential for long-term success and sustainability in today’s dynamic business landscape.

Cultural alignment within an organisation presents several challenges that can have significant repercussions if not effectively addressed. One primary challenge is the gap between stated values and actual behaviours. While a company may have clear values articulated in mission statements and policy documents, the daily practices of employees may not align with these ideals. This misalignment can lead to confusion, decreased morale, and a lack of trust in leadership.

Another challenge arises from differing interpretations of cultural values across various levels of the organisation. Leadership may have a specific vision for the culture, but individual contributors may perceive and implement these values differently. This inconsistency can result in fragmented communication and disjointed efforts towards common goals.

Mergers and acquisitions further complicate cultural alignment. Integrating different organisational cultures can be a complex process, often met with resistance from employees accustomed to previous

practices and values. This can lead to reduced cooperation, lower productivity, and higher turnover rates as employees struggle to adapt.

Moreover, rapid organisational growth or changes in leadership can disrupt existing cultural norms. New leaders may introduce different priorities and approaches, which can clash with established practices. Employees may feel uncertain about expectations, leading to anxiety and decreased engagement.

The potential consequences of these challenges are substantial. Poor cultural alignment can undermine teamwork, reduce employee satisfaction, and impair overall performance. Inconsistent application of values can damage the organisation’s reputation, both internally and externally, affecting client trust and customer loyalty.

Ultimately, addressing these challenges requires a deliberate effort to bridge gaps between stated values and actual behaviors, ensuring consistent communication and fostering an environment where all employees understand and commit to the shared cultural vision.

The Steps to Change model offers a comprehensive approach to improving company culture through its four stages: See It, Own It, Change It, and Live It. Each stage plays a critical role in fostering a cohesive and vibrant workplace culture.

See It: This initial phase involves a thorough research process to understand the current cultural dynamics within the organisation. By gathering insights from employees at all levels, the company can hold up a mirror to reflect the existing behaviours and interactions. This stage identifies discrepancies between the stated values and the actual daily practices. Real-life scenarios and drama-based techniques are used to vividly illustrate these gaps, creating a shared awareness of the areas needing improvement.

Own It: In this phase, individuals are encouraged to take personal responsibility for the culture. Through interactive methods such as hot seating, participants explore their roles in perpetuating or challenging current behaviours. This stage fosters a sense of accountability as employees recognise their impact on the cultural environment. By engaging directly with characters representing typical workplace dynamics, participants gain a deeper understanding of different perspectives and the importance of aligning their actions with the company’s values.

Change It: This stage focuses on developing the skills and behaviours needed to embody the desired culture. Participants engage in role-playing and scenario-based learning to practice new ways of interacting that align with the organisational values. This experiential approach helps employees internalise the principles and apply them in real-world situations. The emphasis is on building a shared vocabulary and set of practices that support the cultural goals.

Live It: The final phase ensures the sustainability of cultural change by embedding the new behaviours into everyday practices. Continuous support mechanisms, such as action learning groups and culture champions, help maintain momentum. Integrating cultural values into performance management systems and onboarding processes reinforces the commitment to the desired culture. Regular check-ins and feedback loops keep the culture dynamic and responsive to evolving needs.

Through these stages, the Steps to Change model systematically transforms company culture, aligning behaviours with values and fostering a cohesive, engaging, and productive work environment.