Culture Will Make or Break Companies in 2022

The first hint of trouble began back in April of last year, when a record-setting four million Americans turned in their notice—kicking off what would eventually become known as the “Great Resignation.” As it turns out, April was no fluke, as each month thereafter saw an additional three to four million employees up and quit. The final tally for 2021 will be well north of 40 million in all, an astounding statistic. Now, businesses and organizations of all shapes and sizes are frantically looking for a way to slam the brakes on this phenomenon and stem the rising tide of departures.

With this backdrop as a precursor of what the new year has in store, it’s becoming clearer that corporate culture has the capacity to make or break companies in 2022. The pandemic appears to have permanently altered the landscape of employer and employee. And the rapid transformation that began over the past two years is about to require an intentional change at the institutional level. Business and C-suite leaders across the spectrum of industries are now at a crossroads.

Through intensive research, Intelligent Leadership Executive Coaching (ILEC) has determined that CEOs of small to mid-sized companies often underestimate the importance of their own role as leaders in establishing a strong internal culture. Worse yet, they also underestimate the importance of building and sustaining the kind of culture that supports the very operating imperatives of their own business models.

If culture is to be Corporate America’s savior, below are a few things executive leaders would do well to consider for their own workforce.

The Buck Stops With You

Culture and operating success can be traced back to one source—the CEO. The kind of company you hope to create isn’t up for debate. It’s now a necessity.

Only Vulnerability Brings About Change

You can’t bring about positive and transformative change until you can recognize and admit where your efforts to build corporate culture have fallen short internally.

You Need a Vision. Now

It’s up to you to create a compelling vision for your employees to buy into. And your vision requires both a blueprint and sound architecture to execute. And allowing employees to leave two hours earlier on Fridays is not a vision. It’s a perk.

Results Won’t Come Overnight

To affect real change, your cultural blueprint must define a path to transform mindsets. Then you can begin transforming behaviors. Only then will you begin to see and take notice of the intended results.

Identify and Lock In Your Talent

To succeed in building an enviable culture, you’ll need to identify new talent from within. A strong corporate culture requires advocacy and buy-in from a new generation of up-and-coming leaders.

You Can’t Set It and Forget It

Corporate America’s lack of previous culture standards is what got us to this point. Getting out of this mess requires a transformative effort that continuously measures progress against benchmark goals. And course-correction will play a new and lasting role in shaping company culture from here on out.

Intelligent Leadership Executive Coaching (ILEC) is the world’s No. 1 executive coaching platform dedicated to growing tomorrow’s leaders through organizational transformation. ILEC believes that there are six critical steps to transforming culture. Our master certified ILEC coaches utilize a proven blueprint and philosophy designed to highlight the long-term benefits of investing in human capital. If you’re ready to take the all-important first step, and perhaps attend one of ILEC’s 3-Day Cultural Transformation Retreats, let’s discuss your organization’s mission, vision, and purpose.

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