We’ve been running through the Rockefeller Habits over the past few weeks in the run-up to the launch of our Business Mastery Course. I hope you’ve enjoyed taking a deeper delve with me into the nuts and bolts of these principles and how they’re key to building a winning business.
Strategy bubbles up time and again: whether that’s establishing rhythms for communication or creating harmony within the leadership team. With objectives identified, tasks assigned and accountability backed up by transparency, the plan should go off like a dream.
Only in my 23 years working in strategy, I’ve seen so many bright and ambitious plans come to very little – and that’s because something very important is missing.
The glue that holds everything together
Rockefeller habit seven states that:
‘Core values and purpose are alive in the organisation.’
At the moment, I think this is more important than ever because businesses that are above and beyond simply making money are the ones that do best in the long run.
- The A-players, the people who will make it happen, will be attracted to your mission.
- Employees who buy into your purpose will give their best and they’re not just driven by what they earn – they believe in what you’re doing as a collective, and they’ll enjoy the human benefit of it.
- Your strategy comes alive when everyone understands the why behind it. It becomes a framework for meaningful action.
Strategy involves a number of elements including cash, talent, intelligence and routine but without an articulated and shared why to hold all of these together, you’ll fail to achieve the growth you’re looking for.
Core values are the heart of culture
Your company has a culture whether you like it or not. It’s up to you – you can choose that culture or you can leave it to chance. You can tell the companies that have made a conscious choice on the matter.
Your values show up in behaviour or how things are done around here.
I was asked how do we systematise something as ethereal as culture? I replied that it can be manifested and reinforced in a number of structured ways:
- Weave behaviour-related targets into everyday interactions and your performance review structure to reward and discourage habits, words and actions.
- Put aside some time in daily huddles to hear about how these principles show up in real life? Congratulate employees for embodying your shared values and ask how it makes your clients and customers feel. This breeds unity.
- When things go wrong, care enough to put it right. I like to use the OODA loop:
- Observe
- Orient.
- Decide.
- Act.
If you listen but don’t then put things right, you’ll lose the trust of your employees and clients – and that’s costly.
So I hope you’ve found this brief discussion on the benefits of values and culture showing up in a structured way in your business. They’re the vital fuel to your growth strategy.
Have a great day.
To systematise your customer feedback strategy, download the Rockefeller Habits Checklist here and if you’d like some practical help in making your strategy come alive, get in touch for a chat We’d love to hear from you.
#rockefellerhabits #routines #habits #goodhabits #howtogrow #scalingup Scaling Up Coaches
PS – if you’re someone who needs more information then please watch out for the details of the next LinkedIn Live session I’ll be part of with Dominic Monkhouse and Karol Popa – Scaling Up Coach. It’s a great way to learn more and ask questions or get in touch.