I wonder: Are there leaders who are interested in what their organization ( whole or in different demographic groupings) has learned about themselves over the last year? What are they good at doing that they now can share with others?
In a number of recent cultural assessments that I have facilitated, the most important learnings (data analyzed) are about the potential focus on the organization’s cross-organizational cultural successes. For example, with the outcomes identified, leaders can now identify which unit or department can become the “Current Culture” teaching group, based on their identified knowledge-sharing values. Then they would become the “teachers” to other units or departments, as the “‘Desired Culture” learning groups.
This concept might be one of the most powerful, internally developed tools, and or strategies to enhance current cross-organizational cohesion, resulting in a deeper sense of shared ownership, and most critically emphasizing shared organizational purpose.
What do you think?
This is so important to post-pandemic organizational life and what I believe directly benefits the organization’s potential required “culture of honesty”!
