Are We Speaking the Same Language?

Everyone else's reaction:

As companies start to wade knee deep into annual planning, "Building a high-performance culture" often tops the list of New Year's resolutions for organizations. But as we rush to implement new strategies or overhaul our processes, we need to take a crucial pause and ask ourselves: What exactly do we mean by "high performance"?

A while ago, I was facilitating a leadership session on high-performance culture. As an icebreaker, I posed a seemingly simple question: "What does high-performance culture mean to you?" The responses were as varied as the CEOs themselves:

"It's about accountability!" 

"It's stretching ourselves to do more with what we have."

"It's achieving our goals with the right talent."

Here we were, a room full of seasoned leaders, and we each had a different expectation of what "high-performance culture" actually meant. 

Houston, we have a problem! 

This isn't just a semantic issue—it's a fundamental problem plaguing many of our workplaces. Without a clear, shared understanding of what high performance means for your organization, you risk ending up in some unexpected destinations:

1. Burnout City Express: Where constant hustle is glorified and rest is for the weak. Remember, sustainable high performance requires regular pit stops.

2. The Metrics Mirage: Chasing numbers while overlooking the systems and processes that ensure long-term business impact. Don't mistake the map for the territory!

3. The Competitive Cruise: Where collaboration walks the plank and it's every team for themselves. You might win the battle but lose the war.

4. The Micromanaged Tour: A restrictive package tour that stifles creativity and innovation. High performance needs room to explore.

5. The Perfectionist's Paradise: Where failure is not an option, and consequently, neither is growth. Remember, even wrong turns can lead to valuable discoveries.

So, how do we steer clear of these detours and chart a course to true high performance? It starts with crafting a clear, actionable definition that authentically reflects your company's values and goals, and then weaving it into execution. 

Here's what this might look like:

"At [Company Name], high performance means relentlessly pursuing innovative solutions that delight our customers. We strive for every interaction to embody curiosity, collaboration, and calculated risk-taking to deliver high customer impact.”  

Here's your roadmap:

1. Start with Your Context: What's your organization's mission and values? How does high performance serve these? What does high performance look like in your specific business environment?

2. Pull Inspiration From Your Team: Collect input through focus groups, surveys, and open discussions. This isn't just about buy-in; it's about tapping into the collective wisdom of your organization.

3. Identify Key Behaviors and Attributes: What specific actions and qualities exemplify high performance in your context? Is it innovation? Customer focus? Adaptability?

4. Set Clear Expectations: Translate your definition into concrete, measurable standards. If "customer obsession" is key, what does that look like in practice?

5. Balance Outcomes and Process: Value both the "what" and the "how" of achievement.

6. Craft Your Narrative: Weave all these elements into a compelling story of what makes your organization uniquely high-performing.

Remember, this isn't about copying someone else's definition. It's about creating a blueprint that's uniquely tailored to your organization. Think of it as your cultural compass, guiding your team to true north.

More Info

For more on organizational culture and performance:

• "The Culture Code" by Daniel Coyle

• "Powerful" by Patty McCord

Ready to define and cultivate a high-performance culture that's uniquely tailored to your organization? Schedule a free discovery session today to unlock your potential and accelerate your leadership journey. 

Keep reading, keep leading,

Jess

Thank you for subscribing! If you found this valuable, please share it with a friend or colleague who might find it useful, too.

For more, follow me on LinkedIn or check out my website.

I’m Jess Yuen, a trusted advisor and executive coach for fast-changing companies. Interested in finding out how I can support you in your journey? Contact me here to find out more. 

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