Do you need to transform and reinvent the culture of your organization in support of your operating goals?
Are you trying to create a culture of innovation, agility and creativity—which are the keys to ensuring your success and survival in today’s turbulent global business environment?
“John Mattone’s Cultural Transformation 3-Day Retreat Program conducted for the senior leadership team of one of our most valued clients was a major success. Senior executives were highly engaged before, during and after the Retreat due to the multi-faceted and comprehensive approach he used…combining lecture, group discussion, the results from his 5CCA culture assessment, team analysis and action-planning. For the first time we can remember, our client is leveraging what they learned through this annual retreat and are now making positive improvements to their culture and operations.”
– Labeed S. Hamid
President MEMC (Middle East Management Centre)
Co-Founder and Member of the Board MCT (Management Centre Turkey)
Who is our Typical Client?
While we do work with Fortune 1000 organizations to help them with their transformation initiatives, our real “sweet spot” is working with small to mid-sized global entrepreneurial companies. Through my own research as well as the interviews I did with 14 of the top CEO’s in the world (many of whom lead small to mid-sized entrepreneurial companies) that appear in my bestseller Cultural Transformations, we have discovered two reasons why small to mid-sized entrepreneurial organizations usually fail to grow and if they do grow, are challenged to sustain their growth. Typically, the CEO/Owner/Entrepreneur:
#1: Massively underestimates the important role leadership plays—in particular, their own leadership in creating a strong culture; and
#2: Overestimating the importance of culture per se, while underestimating the criticality of building and sustaining the kind of culture that supports the primary operating imperative of the business.
What we have discovered in our research is that most CEOs, owners and entrepreneurs are correct to focus their time and energy on creating and producing clearly differentiated products and services and acquiring clients and customers who need their differentiated products and services. While no one will argue with the importance of these operating pursuits, we have learned, however, that the most successful, entrepreneurial CEO’s will place even greater value and focus on creating and sustaining the right leadership and operating culture. The most successful CEO’s and organizations recognize that leadership, talent and culture are the leading indicators to operating success.
“Focus on creating, sustaining and measuring culture if you are to realize sustained growth and operating success”
—Forbes Magazine review of Cultural Transformations (2016)
What is Culture?
Your organization’s culture represents the collective character, values, thoughts, emotions, beliefs and behaviors of your leaders and individual contributors. Your organization’s culture is a product of such factors as its’ history and how your leaders and individual contributors ascribe meaning and value to it as well as leadership style (legacy and current) which is then reflected in the creation and implementation of your organization’s values, vision, mission, purpose, strategy, structure and roles.
Why is Culture Important?
Your organization’s current and future operating success is tied to the “health and vibrancy” and overall “maturity” of your culture. Regardless of your unique transformation challenge (e.g., the need to be more innovative, collaborative, global, more responsive, more efficient, execute better, become more customer-focused, or even integrate or merge with another organization, etc.), your culture and how strong and vibrant it is, will determine if you succeed or fail.
There isn’t an organization that exists in the world today that doesn’t desire to get better. Organizations that are effective, want to be more effective. Organizations that are lagging their competition want to be leading their competition. And, organizations that are leading their market want to make sure they continue to lead and dominate their competition.
Regardless of your organizations operating imperative, two things are certain based on my 35 years’ experience working with leaders and organizations all over the world–achieving and sustaining operating success in your organization will always be in direct proportion to how effectively your senior leaders: (1) create a culture that truly supports your most pressing operating imperative; and (2) continuously determining if you in fact have created this culture and, if not, quickly and decisively moving to transform culture in support of the operating imperative. These are the two most important jobs of a CEO, owner, entrepreneur and their senior executive teams.
The infographic below, Transforming Culture: The 6 Critical Steps, highlights the steps to help you and your organization successfully navigate your transformation challenges.
Whether your organization is a “market leader” or “laggard” doesn’t matter. The need to transform never ends as all businesses are facing growing disruption from all angles. According to research by the Boston Consulting Group, 75% of business transformations flat-out fail, meaning that these organizations no longer exist or they are at risk of no longer existing. They failed in their transformation efforts because they were not as diligent as they needed to be in creating and transforming the culture in support of operating goals. The real culprit? A lack of leadership.
Speaking of bad leadership again, only 25% of organization’s who are considered “market leaders”, transform from a position of strength to sustain their position of strength, while 75% of “market leaders” currently are not engaged in positive and pre-emptive transformation efforts—which almost guarantees their eventual failure.
In a global study of over 7,000 leaders from companies in 150 countries, 86% indicated that corporate culture was very important in driving operation success; however, only 28% believe they understand their culture well and only 19% believe they have the right culture.
Deloitte Human Capital Research
How Can John Mattone-Global, Help You?
Here are six ways you can access our knowledge and experience to help you and your organization with your cultural transformation initiative. I have arranged these in order, from those that require the least investment to those that require the most.
- Search My Website.
I have written more than 450 blog posts and articles that can be accessed directly on this site and I am currently writing two blogs per week on the topics of leadership, culture and talent. Also, under the “More” Tab, you can access my featured articles and interviews.
- Access My Assessments and Resources.
Our proprietary cultural assessments were researched and created by my team and I parallel to writing Cultural Transformations. They are world-class assessments that are easy to administer, yet generate easy to understand detailed reports that will help you pinpoint the “health and vibrancy” of your organization’s current culture (The 5 Cultures of Culture Assessment), as well as determine your organization’s overall “readiness” to transform its’ culture (Cultural Transformation Readiness Assessment-40) in support of your operating goals.
- Debrief Your Culture Assessment Results.
Organizations that have used our culture assessments will often seek our expertise in debriefing their assessment results. We offer 2-hour virtual debriefs as well as half-or full-day sessions.
- Book Us as Speakers at Your Next Leadership Meeting/Event.
- Hire us as your Culture & Leadership Coach.
- Engage Me and My Team to Support your Cultural Transformation Initiative.