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About Culture and Authentic Leadership
You already have a culture, even though you may not be aware of it or able to clearly articulate it.
Whether you have a 2,000-employee company, a small entrepreneurial venture, a government department, a community association, or a family, a culture exists. Culture reflects your organizational beliefs, principles and traditions that in turn determine the actions and practices of the organization, and ultimately the results you achieve. It gets to the very core of how you work together – “how we do things around here”. It is the heart and soul of your organization. Culture answers the questions: How do you treat people? How do you value the worth of those you serve – both inside and outside the organization? How do you make the human factor a genuine priority, rather than just a statement in your annual report?
You can either build your culture consciously (by design) or unconsciously (by default). To consciously design and align a culture that transforms performance beyond the ordinary, people must have a higher purpose that extends beyond mission, vision, and core values. They must have a purpose that is translated into day-to-day actions and inspires people to stretch, learn, grow, and serve. Transforming and evolving an organizational culture is not only a crucial leadership priority in the new economy, it’s your strongest competitive advantage.
A culture, like all living organisms, needs attention and care. An authentic culture is one where people don’t have to leave who they are at the door, but instead can be themselves at work. It is where the values, dreams, talents, and passions of all stakeholders are moving into alignment. Building this kind of culture requires both trust and conscious commitment.
Authentic organizations shape their culture around helping all their stakeholders - employees, customers, suppliers, investors, and the communities in which they serve - be all they can be. They are ultimately committed to make the world a better place. In these high-performance, authentic organizations, people are inspired and energized, ready to operate at their full potential. The laminated “value statements” have come down from the walls and are lived at every level. Employees have a deep commitment to the organization because they know that the organization has a deep commitment to them. Read More
For information on David Irvine’s powerful Cultural Transformation Process™, and how he and his colleagues can bring value to your culture, contact David directly: david@davidirvine.com
Booking David Irvine
To Inquire about booking David Irvine please contact Laurie Peck.
To see Resources for Meeting Planners including Event Assets, David's Bio, Images and Technical Requirements please see the Meeting Planner Resources.
Testimonials
"Accountability agreements now exist between the firm’s partners, directors, team leaders and project managers, and are reviewed at least once per year on employees’ employment anniversaries. David Irvine’s accountability process, which has now replaced the outdated ‘job-description/employee performance’ models has, without question, been wholeheartedly and enthusiastically endorsed by the participants. It has led to a higher degree of respect between them relative to their individual and collective business goals within Marshall Tittemore Architects. We now have clearer goals and success measures as well as more meaningful discussions on consequences (i.e. compensation). MTA is now filled with greater purpose at all levels of our firm’s activities; we have a more integrated group of leaders in a highly creative and competitive business environment. For that we thank David Irvine."
- Bill Marshall and Tom Tittemore, Marshall Tittemore Architects