How to Align Business Strategy With Organisational Culture At Advisory.Works

Advisory.Works explain how you can develop a business strategy and still maintain the positive company culture you’ve so carefully developed. From CEOs to team managers, the leaders in your business are essential to your business strategy—they help create it and execute it day-to-day. Yet, no matter how good a leader is at strategic planning, if they are not onboard with your organisational culture, they are going to struggle to attract, inspire and motivate the staff who will carry out said strategy.

“Is doesn’t matter how good your strategy is, unless you have a culture that is willing to implement and execute that strategy, it won’t work,” says Dan Gawn, a business strategist and high performance leadership coach at Advisory.Works.

“On the flipside, if you have an organisation with a high level of culture, they will buy-in and support a strategy plan and execution.”

Will your organisational culture allow your business strategy to succeed? If a company founded on teamwork and collaboration adopts a new strategy that emphasises individual performance, the culture of that organisation is going to change. Or if you have a desire to implement a strategy around innovation, but any new idea is killed off before it can be considered, it’s not going to fly. In short, a strategy should serve to inspire your culture, not kill it. And your culture should enable your strategy.

“A corporation’s strategy that ignores, or only pays lip service to culture, will be the beneficiary of the toxic environment they deserve,” says says Mike Myatt, author of Hacking Leadership. To set up short-term goals, determine what steps you will need to take to get there. As many CEOs can attest, this is easier said than done, but it’s well worth it.

Advisory.Works recommend you communicate your strategy across all levels of your organisation and explain what the goals of the business are. That way both your leadership team and your staff are on the same page, working to the same goals. “Communication needs to be layered, with maximum use of storytelling to highlight people who have done great things, lived core values or delivered on the core purpose. It makes it personal and connects people to it. It makes it real,” says Greg Allnutt, a business strategist and high performance leadership coach at Advisory.Works.

You should also encourage your staff to comment or vote on your strategy too—and if they offer good ideas, don’t be afraid to incorporate them. It should never be a case of organisational culture versus business strategy; one should not exclude the other. Both are vital to business success, and when they’re aligned they make for a powerhouse duo that will grow your company well into the future.

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