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A High-Performance Culture

Posted by MJ Tang on October 26, 2017

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No two cultures are exactly the same. Just as there is no one perfect personality, there is no one perfect culture. However, organizations that possess a healthy, high-performance culture all have a similar feeling about them.

  

Typical descriptions include:

“A flexible and highly adaptable culture is where employees display a ‘can-do’ Orange High Performance Button on Computer Keyboard. Business Concept..jpegattitude, a contagious sense of optimism and belief in themselves, and the company’s vision, mission and values. People at all levels of the organization would feel energized and empowered and would be growing both personally and professionally by being a part of the company.”

High-performance organizations do exist, but they don’t happen by accident, or without senior leaders who value their organizational culture and are willing to work at it. Below is a list of distinctions between cultural barriers and winning behaviors.  

Cultural Barriers

Winning Behaviors

  • “Turf” issues
  • Hidden agendas, lack of openness and passive aggressive behaviors
  • Distrust and fear
  • Short-term focus, strictly bottom-line driven
  • “Can’t be done” attitude
  • Blame and making excuses
  • Little or no training
  • Holding onto the past and resisting change
  • Empowering leadership
  • Teamwork and mutual support
  • Ethics and integrity
  • Open and honest communication and a willingness to confront hard issues
  • Profit focus with a long-term look to organizational health and customer service
  • “Can do” spirit
  • Innovation, ingenuity and breakthroughs
  • Coaching – appreciative and constructive feedback


Healthy, high-performance values and behaviors exist in all of us when we are at our best.  High-performance, life-enhancing behaviors are available to each of us when we are operating at the top of our game. They also emerge naturally and more often for people who are immersed in a healthy culture.

When teams are functioning at the “top of their game” they share the following common values: 

  • A performance valueGroup of business people assembling jigsaw puzzle and represent team support and help concept.jpeg

  • An emphasis on personal accountability and a focus on achieving results

  • A collaborative value in the form of teamwork, healthy relationships and mutual support

  • A change value exhibited by openness to change, innovation and commitment to growth and learning

  • An individual/organizational emotional health value represented by trust, respect, positive energy and an optimistic attitude

  • A foundational integrity and ethics value, consisting of honesty, truthfulness, fairness and social responsibility that is used to guide behavior and decisions within the organization

  • A service or purpose value such as making a difference for others including customers.  

Senior leadership should lead by example to show the organization how high-performing cultures work. Their emphasis on the importance of these values determines the success that  will be embraced by the rest of the company.

 



MJ-Tang.jpgAbout the Author: M.J. Tang, HR Business Partner PHR, Sequent

M.J. is a Human Resources professional with 15 years of experience meeting HR business needs. As an HR Business Partner at Sequent, she serves the role of strategic partner and collaborator with Sequent clients. MJ's practical experience is backed by a Bachelor of Arts degree in Psychology and certification as a Professional in Human Resources.



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