How do you nurture the behaviours, approaches and decision making of an organisation, if the organisation doesn’t know why it exists?
Objectively?
We can’t.
In reality?
We end up spending time and money on experiments:
๐ “Let’s change our social media strategy”
๐ “Let’s try a different recruitment partner”
๐ “Let’s introduce a new employee newsletter/perk/activity”
These things aren’t inherently bad. They might work.
If we throw enough mud at a wall, eventually some will stick.
But that mud can be an expensive commodity.
That’s why people strategy is so important.
It’s not a nice to have – it nurtures the behaviours that support your organisation.
Firgun mantra #5 sums this up well: “๐๐ง ๐บ๐ฐ๐ถ ๐ค๐ข๐ฏ’๐ต ๐ข๐ณ๐ต๐ช๐ค๐ถ๐ญ๐ข๐ต๐ฆ ๐ต๐ฉ๐ฆ ๐ฑ๐ถ๐ณ๐ฑ๐ฐ๐ด๐ฆ, ๐บ๐ฐ๐ถ ๐ค๐ข๐ฏ’๐ต ๐ข๐ณ๐ต๐ช๐ค๐ถ๐ญ๐ข๐ต๐ฆ ๐ต๐ฉ๐ฆ ๐ข๐ฑ๐ฑ๐ณ๐ฐ๐ข๐ค๐ฉ.”
Need help with your direction and choosing the right mud to throw at that wall?
I’m a message away…
