What Are the Organizational Culture Principles?
Core Culture = Purpose + Philosophy + Priorities
The central three Ps of an organization are the Core Culture. Think of the Core Culture as the essence of the organization–and thus, the essence of its culture. Core Culture consists of the vital Purpose, the distinctive and enduring Philosophy and the strategic and universal Priorities. As a unit, these principles and values form the foundation for why the organization is in business and the framework for how it conducts that business.
In successful organizations, there is a clearly defined and shared Core Culture that guides the behavior of employees as they interact with each other as well as with others outside the organization.
The Core Culture is a small set of guiding principles and values that employees across an organization should know and live by. An organization stands for something and has a character that is core to its soul.
Achieving greatness begins with employees understanding the organization’s contribution and character and its path to success. These principles and values are its Core Culture.
Whatever you call it–core culture, corporate culture, or workplace culture–it does not matter. What matters is whether or not you can define it. Don’t let culture be a cloud that no one can easily share and communicate.
Conduct a Core Culture Assessment to define your organization’s Core Culture. This is the first step in strategic planning and a necessary step in implementing organizational change.
To build a culture of distinction, you must first define the unique culture of your organization–the vital Purpose, the distinctive and enduring Philosophy, and the strategic Priorities. To build employee engagement, also identify the universal Priorities to focus on and pay attention to. When you can define the organizational culture, you can evaluate how well it positions the business for success and, if need be, you can change the culture so you can better compete and thrive. Strategy and change management initiatives must be linked to the principles and values that are core to the culture of the workplace. If practices are not in sync with the values at the heart of the organization’s culture, change will be difficult to sustain.
To build a culture of distinction, participate in a process to uncover these prime principles.