Lean Corporate Culture Framework

Background

As an engineer and experience architect, I’m madly keen on core values and culture. I strongly believe in this formula:

Employee Engagement = Core Values + Company Culture

There are tons of quotes and inspiring speeches about how valuable a good set of core values and appropriate company culture will be, I am not intending to repeat them or convey the same message, I am assuming you’re already a believer too. My intention is to write a post and introduce concepts that can help you to have a framework in order to strategize, build, measure, roll out and adapt. You might need to have some background on Agile, Scrum, Lean Startup, Design Thinking and Customer Journey despite I won’t talk about these methodologies but I have been using them so some background information can become handy. In some of my past articles, I have tried to share some actionable ideas that you can easily start executing and see the changes such as: How to start Employee Engagement, Return on People, Employee Motivation and Building Scalable Startup which I introduced the engagement drivers as seen in following figure:

What’s this Post About?

In my humble opinion, the problem that I have seen is executives are quite lost in finding their ways on how to define core values or what culture they would like to have in their company. There is a lack of methodology being observed; except those who hire fancy corporates which come and do some surveys and create hundred slides of presentation and leave by leaving several books, booklets, keynotes, slides and emails which all of them are going to be abandoned as soon as their consultants leave.

Besides, there’s a missing know-how about culture and company stages; I believe, we need to change the corporate culture based on company stage and even what company is aspired to achieve. In my humble opinion, culture should not be static, it must be dynamic and we need to…