An organizational "e;North Star,"e; codifying valued behaviors for optimal performance The Culture Engine shows leaders how to create a high performing, values aligned culture through the creation of an organizational constitution. With practical step-by-step guidance, readers learn how to define their organization's culture, delineate the behaviors that contribute to greater performance and greater engagement, and draft a document that codifies those behaviors into a constitution that guides behavior towards an ideal: a safe, inspiring workplace. The discussion focuses on people, including who should be involved at the outset and how to engage employees from start to finish, while examples of effective constitutions provide guidance toward drafting a document that can actualize an organization's potential. Culture drives everything that happens in an organization day to day, including focus, priorities, and the treatment of employees and customers. A great culture drives great performance, and can help attract and retain great talent. But a great culture isn't something that evolves naturally. The Culture Engine is a guide to strategically planning a culture by compiling the company's guiding principles and behaviors into an organizational constitution. Decide which behaviors and attitudes are desired in the organization Secure leader commitment to planning, drafting, and implementing the document Learn the most effective way to socialize the draft statement and get everyone on board Model desired behaviors to boost employee engagement throughout the process Organizational culture is not an amorphous thing it comes down from the top, inspired and exemplified by the leadership. It can steer a company up or down, keep it on mission or force it off-course. For an organization to fulfill its potential, the culture must be on-point, truly reflecting the heart of the company from leaders to team members across the company. The Culture Engine helps leaders define the playing field, pushing performance to the next level.

An organizational "North Star," codifying valued behaviors foroptimal performanceThe Culture Engine shows leaders how to create a highperforming, values aligned culture through the creation of anorganizational constitution. With practical step-by-step guidancereaders learn how to define their organization's culture, delineatethe behaviors that contribute to greater performance and greaterengagement, and draft a document that codifies those behaviors intoa constitution that guides behavior towards an ideal: a safeinspiring workplace. The discussion focuses on people, includingwho should be involved at the outset and how to engage employeesfrom start to finish, while examples of effective constitutionsprovide guidance toward drafting a document that can actualize anorganization's potential.Culture drives everything that happens in an organization day today, including focus, priorities, and the treatment of employeesand customers. A great culture drives great performance, and canhelp attract and retain great talent. But a great culture isn'tsomething that evolves naturally. The Culture Engine is aguide to strategically planning a culture by compiling thecompany's guiding principles and behaviors into an organizationalconstitution.* Decide which behaviors and attitudes are desired in theorganization* Secure leader commitment to planning, drafting, andimplementing the document* Learn the most effective way to socialize the draft statementand get everyone on board* Model desired behaviors to boost employee engagement throughoutthe processOrganizational culture is not an amorphous thing - itcomes down from the top, inspired and exemplified by theleadership. It can steer a company up or down, keep it on missionor force it off-course. For an organization to fulfill itspotential, the culture must be on-point, truly reflecting the heartof the company from leaders to team members across the company.The Culture Engine helps leaders define the playing fieldpushing performance to the next level.

Foreword xiAcknowledgments xiiiIntroduction xvHow Did I Learn about Organizational Constitutions? xviiHow Is the Book Structured? xixChapter 1 What Is an Organizational Constitution and Why Do You Need One? 1What Is the Condition of Your Team or Company's Culture, Right Now? 3The Concept of Perfection 8How Civil Is Your Workplace? 10Who Is in Charge of Culture? 12Create a Pocket of Excellence 14An Organizational Constitution Is a "Disruptive Technology" in Your Workplace 16The Performance-Values Matrix 20The Costs of Measuring Only Performance 23How Does an Organizational Constitution Help Your Company, Department, or Team? 30Client Impact 32Your Leadership Legacy 34Chapter 2 It Starts with You 39Clarify Your Personal Purpose 43Clarify Your Personal Values and Aligned Behaviors 46Define Your Values 48Add Observable, Tangible, Measurable Behaviors to Each Value 51Your Values, Definitions, and Behaviors 54Formalize Your Leadership Philosophy 56Key Elements (Present Day) 60Desirable Outcomes (Future State) 61Live Well to Serve and Lead Well 63Servant Leadership Is the Foundation 67Chapter 3 Clarify Your Organization's Purpose 71What Is an Effective Purpose Statement? 74Communicating Your Company's Reason for Being 78What Is Your Team or Company's Actual Purpose? 79Humans Are Drawn to and Inspired by Great Purpose 81Crafting a Compelling, Inspiring Purpose Statement 82Chapter 4 Define Values in Behavioral Terms 89Why Do You Need Values Defined in Behavioral Terms? 91Your Beliefs May Not Be Aligned 93Build Your Values Foundation on Behaviors 94Step-by-Step Guidelines for Creating Valued Behaviors 97Define Your Values 102Include Observable, Tangible, and Measurable Behaviors for Each Value 105Your Values, Definitions, and Behaviors 108Chapter 5 Outline Strategies and Goals for the Coming Fiscal Year 113Five-Point Strategic Planning Wheel 120Who Is in Charge of Communicating Your Business Strategies and Goals? 123Measure the Right Things 125Build a Draft of Your Team or Company's Strategic Plan and Goals 127Chapter 6 Your Organizational Constitution Must Be LIVED 133Engage All Leaders in Your Organizational Constitution's Implementation 135Describe the Way 141Model the Way 147Align the Way 150Contribution Management instead of Performance Management 151The Values-Aligned Tribe Culture at WD-40 Company 154Chapter 7 Gathering Formal Feedback on Valued Behaviors 163Is it Responsibility or Accountability? 171Crafting Your Custom Values Survey 174Leaders Must Be Rated on Their Values Alignment First 182Chapter 8 Dealing with Resistance 189What Does Resistance Look Like? 196How Must a Leader Address Resistance? 198Chapter 9 Hiring for Values Alignment 203How Do You Hire Today? 205Before the Hire--Recruiting, Interviewing, and Assessing 207After the Hire--Orientation and Integration 211What if the New Hire Just Doesn't Fit? 216Chapter 10 Don't Leave Your Organizational Culture to Chance 219Long-Term Alignment versus Short-Term Results 222Scoring Your Culture Effectiveness Assessment 222Implementing an Organizational Constitution Is an Ongoing Project 225Keep Me Informed 227Notes 229About the Author 235Index 237