Organisational culture is reflected in how the executives, employees, and partners behave and perform their responsibilities. Culture is indeed composed of every member’s values, principles, and practices. But it is also true that many of these values, principles, and practices can be completely different from each other. That is why an organisation needs to create a culture that is holistic enough to cater to these similarities and differences. An organisation that aims to build strong company culture ultimately needs an effective culture coach to share its best practices.
A culture coach is an expert assigned to facilitate organisational learning and positive change to create the culture that best fits your company. The coach makes a difference by understanding the environment of the workplace, the company’s core values, and the ideologies of the members of the organisation; delivering a suitable approach to identify the unique culture of the client.
To help you identify whether your organisation requires a culture coach’s knowledge and expertise, you can use these three reasons as a warning checklist.
1. Unhappy workplace
A happy workplace exhibits a good and active work environment, promotes work and life balance, and has easy relationships with supervisors and co-workers. It seems like a happy workplace. However, if your dream workplace starts to turn into a nightmare because of poor communication, micromanagement, and profit-focused initiatives, it calls for the help of a culture coach.
Always remember that a happy workplace is an environment where the organisation invests in its people first. It supports human resources by providing pieces of equipment and training to help them work smarter and faster. Everyone is appreciated and recognised for their contributions to the success of the company. Organisations that value the works of their people create happier employees and achieve greater in the end.
2. Poor culture
Exhibiting poor culture in the workplace affects the well-being of the employees. Some known consequences of negative culture are low employee participation, low-performance rate, absenteeism, high employee turnover, and spread of misinformation. These consequences entail the inconsistency in the implementation of initiatives that cater to the employee’s needs.
Working together with a culture coach, you can address the issue of poor culture by assisting the members of the organisation to improve their employee engagement, empowering them to excel at their tasks, and understanding the importance of their responsibilities.
3. Building strong culture
Not all the reasons for needing a culture coach are on the negative side. Creating a strong culture in the organisation helps the business in every aspect. To do this, an effective culture coach is vital to start this great journey. A start-up company would likely have a coach on the side to help them with the first steps of establishing strong and long-lasting culture. On the other hand, if you are gearing towards expansion, you really need to invest in a culture coach. Since expansion means adding more team players, you should also be ready to provide upgraded employee services such as social engagements, training, HR policies, and other support terms. Keep in mind that your human resource is the most essential part of the organisation. It is only right to invest in their growth and development, together with the expansion of your organisation.
Getting help from a culture coach is very important when you are starting your organisation, if you are wanting to establish strong and reliant organisation culture, and if you want to address any problems faced by your organisation. A culture coach is ready to help you every step of the way. Empower your organisation with a coaching culture and take the next step towards a flourishing organisation. Ross Judd is one of the best culture coaches in the industry. Get in touch, if you need assistance, to create a great and strong organisational culture.
Get in touch, if you need assistance, to create a great and strong organisational culture.