From the Ask Tom mailbag-
Is culture a Key Result Area (KRA) in a role description?
Over the past several years, I have come to the conclusion – Yes.
Here are the four absolutes identified by Elliott Jaques required for success (effectiveness) in any role.
- Capability (time span)
- Skill (technical knowledge, practiced performance)
- Interest, passion (value for the work)
- Required behaviors (contracted behaviors, habits, culture)
Culture is that unwritten set of rules (based on our beliefs and assumptions) that governs the required behaviors in the work that we do together.
While culture impacts everyone in the organization, I find it is a managerial accountability related to setting context. Context is culture, culture is context.
I look for several things from a manager.
- Awareness of the company’s culture.
- Ability to communicate the company’s culture in stories and examples.
- Model behaviors that support the company’s culture.
- Observe behaviors in others and where appropriate, provide coaching, when necessary, corrective action.
- Participate in the on-going definition of the company’s culture.
Here is what it looks like in a role description –
Key Result Area (KRA) – Culture
As a member of the management team, the manager will understand and be conversant in the company’s mission, vision and values related to culture.
Accountability – the manager will be accountable for effectively communicating the company’s mission, vision and values. This will include the telling of stories and examples of connected behaviors that support the company’s culture. The manager will be an effective model of those behaviors that support the company’s culture. The manager will be attentive to the behavior of other managers and staff in accordance with the company’s mission, vision and values. The manager will be accountable for coaching, and, where appropriate, taking corrective action. The manager will actively participate in meetings regarding the definition and maintenance of the company’s mission, vision and values, providing constructive input to the definition of the company’s culture.