The theory that “Behaviour drives Culture, Culture drives Performance” states that all levels of an organization’s culture are shaped by human actions and attitudes. It shapes organisational performance, from staff engagement to customer happiness and financial results. The collective behaviours of an organisation define its culture, which affects it’s ability to achieve strategic goals and succeed long-term.
It’s similar to how an architectural blueprint determines the structural integrity and aesthetics of a structure. Individual behaviours are the blueprint for an organization’s culture. This blueprint serves as the basis for the framework of performance, determining its strength, functionality, and, ultimately, success or failure in the face of adversity.
Fittingly, I helped an interior design studio enhance its culture last year. When we met to improve 1:1 design reviews, one of their Directors said,
“Jess, every line I draw is intentional and contributes to the design. All strokes are needed for success.”
I responded:
“And as a leader, every word you exchange with your designers contributes to your culture. All behaviours you demonstrate are needed for your studio’s success.”
We are what we repeatedly do. Excellence, then, is not an act, but a habit.
We must not underestimate the impact that we as leaders have on corporate culture, as well as the impact that culture has on profitability. Deloitte’s Global Human Capital Trends report emphasises the relevance of organisational culture in attaining commercial success. According to their studies, 94% of executives and 88% of employees agree that a unique workplace culture is critical to corporate success.
Walk before you run
Before addressing your ‘behaviour-culture-performance dilemma,’ define performance for yourself. Success looks like what? This could mean increased sales or work efficiency for some. Others prioritise profit margins or risk reduction. Would you rather boost employee engagement and reduce turnover?
Working with us:
We’ll help you set leadership programme goals initially. We methodically work on individual and communal attitudes and beliefs, then develop the team’s or organization’s purpose and values. This usually involves reviewing the charter and choosing which behaviours to promote and prohibit. Only then will we offer workshops and coaching sessions to strengthen these behavioural skills to help your people build a successful culture.
Piqued your interest? Get in touch or check out our Catalyst Program.
