Defining Your Culture With Clarity
Titles and Descriptions
What Do You Want People To Do?
The brief description should answer the question, "What do you want your people to do?" Often I see people describe their beliefs or their philosophy about the behavior, but they don't really explain what to do. A good description for "Honor commitments" might look like this:
Who Do You Wish You Could Clone?
A good way to think of the Fundamentals that are most important to you is to think about your best people. You likely have at least one person in each department who you wish you could clone. Picture that person. What do they do that makes you wish you could clone them? Those are likely behaviors you want as part of your culture.
SOPs vs. Principles
One final thought: In doing this exercise, we sometimes see people get confused about how specific they should get. It's helpful to think of behaviors as existing on multiple levels. On one level is what we might call a Standard Operating Procedure, or SOP. "Fill out this form in triplicate" or "Make 10 sales calls per week." While SOPs are important, they're not what we're talking about in terms of the behaviors that define our culture.