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July 2012
The Leadership Development Group

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Developing leadership capacity in emerging, mid-level, and senior leaders to drive...
...business performance
...organizational agility
...employee engagement
...corporate culture
...workplace collaboration
...succession planning

Dick Daniels

The Building Blocks of Organizational Culture  


Building a healthy organization does not just happen without intentionality, planning, and the hard work of senior leadership.  In the July issue of the Leadership Development eLetter you are invited to consider four building blocks that are foundational to constructing the four sides of organizational framing.  Both sets of four are non-negotiables for positive culture and climate.  

Dick Daniels


The Leadership Development Group 

   Four Foundational Building Blocks    

1. Vision...a driving statement that re-frames a shared picture of what the organization is becoming.  Vision stretches the organization's capabilities and image of itself giving shape and direction to the organization's future. 

2. Mission...what organizations do best everyday on the way to achieve their vision.  Mission provides the road map that defines the organization's purpose, core objectives, and key measures of success. Mission is the benchmark against which leaders weigh every decision and action. 

3. Values...the guiding beliefs about how team members behave everyday in the process of living out the mission on the way to achieving the vision.  Values are demonstrated in the attitudes, words, and actions toward other team members, vendors, and customers.  

4. Leadership...every organization needs leaders who ask the strategic questions that are only discovered from the 30,000 foot vantage point of where the organization has been, is today, and needs to go tomorrow.  Leaders predict, listen, reflect, adjust, and delegate. Leaders cast vision in compelling ways, share the stories that illustrate how the mission is being lived out in the lives of ordinary people, and model the values in their own attitudes, words, and actions. 

                Four Sides of Organizational Framing 
1. Strategy...
zeroes in on key success approaches and leads to goals and action plans.  Strategy starts from the expected end result and moves back to identify each step that is essential to get the organization from where it is today and achieve each benchmark on the way to the ultimate outcome tomorrow.
2. Structure...
follows strategy.  Organizational structure is created in order to implement organizational strategy.  When strategy changes the structure changes as well.  Structure represents the most effective and efficient way to leverage and maximize the resources of the organization to live out the mission on the way to fulfilling the vision while demonstrating the values.
3. Staffing...
follows structure.  A change in strategy leads to a change in structure which results in a change in staffing.  This is the challenging leadership assignment because these changes impact people, titles, roles, teams, location, and compensation.  Pay the price of deep change by addressing the tough decisions that are a necessity for organizational effectiveness.
4. Systems...
the processes that streamline the collaborative approach to optimal performance throughout the organization.  Systems align individuals and teams around shared goals  preventing silos from interfering with innovation and best practice development across typical organizational boundaries.


Start with the foundation...then frame the organization,

Dick Daniels



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