We asked 12 BAM Practitioners how they have gone about developing their company culture and what values and behaviors they have intentionally tried to instill. Their responses showed six clear themes: 6 ways to develop company culture.
Part 1: The top 3 ways practitioners told us they develop company culture
1. Visible Values That Are Thoroughly Integrated into Operations
Having a set of clearly articulated values is a key to developing an intentionally-driven company culture. These values must then be woven through everything that happens in the company.
We try to integrate our core values into everything that we do. Our job applications are built with questions that try to assess these values in applicants. Our HR training is basically a series of lessons on these specific values. Most problems that arise can be answered by looking back at these core values and applying them to individual situations. However, it is sometimes tough to remember to take opportunities to teach values. Often our employees come to us with problems and we have tried to develop a habit of pointing them to the core values and asking them which ones apply to their particular problem. This means slowing down from the demands of the day and taking the time to walk through it with them. It is often tempting (because it is easier and faster) to just tell them what to do. However, we find that when we are intentional and take the time, it is a huge blessing to both parties and to the long-term effectiveness of our business. – Steven, Service Company, Thailand
We have a defined set of three core values, which are Social Justice, Honest Relationships, and Servant leadership. Clearly these have an underlying missiological foundation. Our values affect the way we operate, for instance, our office layout reflects our values: no-one has a big office, or a large desk. We are seeking to embed these across our whole team, irrespective of faith background. We are currently walking through a series of 1 hour sessions with our management team entitled Values Conversations. These are round-table discussions around the values, rather than front-led training. The concept behind this is an understanding that we are journeying together, we are all a work-in-progress and the role of leadership in these conversations is from a place of vulnerability and mutual learning rather than from a place of strength. – MH, Asia Read more