Building An Intentional Culture
A lot of businesses start off with a creative vision.
They have a lofty, right-brained big picture for the company that is enticing for a lot of their people.
It’s a hook, a dream, a vision.
But then people begin to become confused when they don’t understand how they are contributing to the overall goal.
Your people need to understand how each of the big, towering goals for the company is going to work and how that creates an intentional culture that they want to be apart of.
A critical piece of building an intentional culture is through intentional planning of communication with your team.
You need to understand if the right audiences are getting the right message at the right time with the right recognition.
Here are some questions to ask yourself about your readiness to begin to communicate the type of culture you want for your people.
Are you clear on who you are as a team? Are there defined teams within the organization?
Do your people know your missions, values and goals?
Are you clear on what that ACTUALLY looks like?
How do you know that you’re making progress? What does progress look like?
Once you answer these questions, you can begin to evaluate the consistency of communicating your these goals and how each of your people fits into the progress toward the overall mission of the company.
What’s important about company culture, especially for those in the workplace today, is that they’re a part of something bigger than themselves.
This has to be communicated from senior and executive leadership repeatedly with the proper recognition, expectations and connection in order to foster an intentional culture.