Patrice Lynn – Cultural & Leadership Transformation
On the front lines of leadership development, personal and organizational transformation and change, I have had the privilege to assist thousands of business owners, teams and community leaders, top level executives and professionals from all industries to become the best leaders they can be.
I have found over and over in high performing organizations, a key role of leaders is to manage the values and vision of the organization. When leaders identify the common purpose and unifying values that unite a diverse group of people, they are able to facilitate self-organizing networks that respond quickly to change because values inform behaviors that lead to doing the right thing. Values bring continuity and cohesion in times of volatility.
What is Culture? You Cannot Copy Culture…
You can only grow and develop it. Your culture is unique to you. Culture is the way of being of a group of people who share a common identity. Your culture defines who you are and what you stand for. With the transparency of social media today, your brand and reputation are impacted by the way you treat your employees, your customers and all stakeholders. Are you a great place to work where people are happy and thrive? Do you contribute to your community and are you socially responsible? Your actions and corporate communication create your identity. That is why culture is the new frontier of competitive advantage in business.
Cultural Transformation Begins with the Personal Transformation of the Leaders. Organizations Don’t Transform. People Do.
Where we will start in your culture change initiative is to find out what is working and not working in your organization. This involves carrying out a Cultural Values Assessment for the whole organization, which may include data cuts for each business unit, department and team, as well as organization-wide demographic categories such as location and years of service.
The results of the CVA will provide you with a roadmap for change and begin the conversation to engage people at all levels. Follow-up facilitation and coaching invites co-creative dialogue and collective awareness which defines the way forward toward the desired culture. Based on what is discovered, we may use other leadership development assessments with the entire leadership team, as well as town hall meetings with all employees. Who you are as a leader – the values you embrace, and the beliefs you hold – is automatically transmitted to the group though your words, behaviors and actions. As we collaborate to design and implement a cultural development plan, we will effect positive changes to your organizational culture.
Healthy, vibrant cultures have high levels of engagement, values alignment and low levels of cultural entropy. Employees, supervisors and managers who are getting their needs met are more likely to “show up”, feel valued and stay committed to the best interests of the organization. Trust grows, connected communication flourishes and bottom line results are realized. This makes you a great company to work for and a more successful one.
“I observed first hand the skills that Patrice possesses in the areas of management consulting, executive coaching and culture. She had the uncanny ability to read C level managers and determine their actual needs as opposed to their perceived needs. Oftentimes, they did not even understand their own company culture because of communication barriers within their company. Patrice has such great interpersonal skills that I’m not sure if she has ever met a stranger. People take and instant liking to her and want to have additional interactions with her. Anyone who gets to work with her is indeed fortunate.” Chuck Teegarden, Executive Director, Spokane County Schools
4 Phases: Awareness, Agreement, Application, Alignment
As a trusted advisor in organizations, I continually discover unique ways to bring tremendous value to leaders and the people they serve. It is crucial to engage and involve people, because they are the expression of your culture. Since this is an ongoing process and not an event, after awareness you will want to strive for agreement, practical application and ongoing measurement and alignment of your culture. Open minded leaders who strive for excellence embrace this process wholeheartedly.
Four Mantras of Culture Change
1- Cultural Capital is the new frontier of competitive advantage. 2- The Culture of an Organization reflects the leadership’s consciousness and stages of psychological development. 3- Cultural Transformation begins with the personal transformation of the leaders. Organizations don’t transform; people do. 4- Measurement Matters. Whatever you measure (focused, regular attention) tends to improve.
Next Step: In order to see how the Cultural Values Assessment can impact your performance, growth and passion of you team, please watch this 7 minute video