{"product_id":"the-culture-engine-isbn-9781118947326","title":"The Culture Engine","description":"\u003cb\u003eAn organizational \"North Star,\" codifying valued behaviors for optimal performance\u003c\/b\u003e  \u003cp\u003e\u003ci\u003eThe Culture Engine\u003c\/i\u003e 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.\u003c\/p\u003e \u003cp\u003eCulture 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. \u003ci\u003eThe Culture Engine\u003c\/i\u003e is a guide to strategically planning a culture by compiling the company's guiding principles and behaviors into an organizational constitution.\u003c\/p\u003e \u003cul\u003e \u003cli\u003eDecide which behaviors and attitudes are desired in the organization\u003c\/li\u003e \u003cli\u003eSecure leader commitment to planning, drafting, and implementing the document\u003c\/li\u003e \u003cli\u003eLearn the most effective way to socialize the draft statement and get everyone on board\u003c\/li\u003e \u003cli\u003eModel desired behaviors to boost employee engagement throughout the process\u003c\/li\u003e \u003c\/ul\u003e \u003cp\u003eOrganizational 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. \u003ci\u003eThe Culture Engine\u003c\/i\u003e helps leaders define the playing field, pushing performance to the next level.\u003c\/p\u003e \u003cp\u003eForeword xi\u003c\/p\u003e \u003cp\u003eAcknowledgments xiii\u003c\/p\u003e \u003cp\u003eIntroduction xv\u003c\/p\u003e \u003cp\u003eHow Did I Learn about Organizational Constitutions? xvii\u003c\/p\u003e \u003cp\u003eHow Is the Book Structured? xix\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 1 What Is an Organizational Constitution and Why Do You Need One? 1\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eWhat Is the Condition of Your Team or Company’s Culture, Right Now? 3\u003c\/p\u003e \u003cp\u003eThe Concept of Perfection 8\u003c\/p\u003e \u003cp\u003eHow Civil Is Your Workplace? 10\u003c\/p\u003e \u003cp\u003eWho Is in Charge of Culture? 12\u003c\/p\u003e \u003cp\u003eCreate a Pocket of Excellence 14\u003c\/p\u003e \u003cp\u003eAn Organizational Constitution Is a “Disruptive Technology” in Your Workplace 16\u003c\/p\u003e \u003cp\u003eThe Performance-Values Matrix 20\u003c\/p\u003e \u003cp\u003eThe Costs of Measuring Only Performance 23\u003c\/p\u003e \u003cp\u003eHow Does an Organizational Constitution Help Your Company, Department, or Team? 30\u003c\/p\u003e \u003cp\u003eClient Impact 32\u003c\/p\u003e \u003cp\u003eYour Leadership Legacy 34\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 2 It Starts with You 39\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eClarify Your Personal Purpose 43\u003c\/p\u003e \u003cp\u003eClarify Your Personal Values and Aligned Behaviors 46\u003c\/p\u003e \u003cp\u003eDefine Your Values 48\u003c\/p\u003e \u003cp\u003eAdd Observable, Tangible, Measurable Behaviors to Each Value 51\u003c\/p\u003e \u003cp\u003eYour Values, Definitions, and Behaviors 54\u003c\/p\u003e \u003cp\u003eFormalize Your Leadership Philosophy 56\u003c\/p\u003e \u003cp\u003eKey Elements (Present Day) 60\u003c\/p\u003e \u003cp\u003eDesirable Outcomes (Future State) 61\u003c\/p\u003e \u003cp\u003eLive Well to Serve and Lead Well 63\u003c\/p\u003e \u003cp\u003eServant Leadership Is the Foundation 67\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 3 Clarify Your Organization's Purpose 71\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eWhat Is an Effective Purpose Statement? 74\u003c\/p\u003e \u003cp\u003eCommunicating Your Company’s Reason for Being 78\u003c\/p\u003e \u003cp\u003eWhat Is Your Team or Company’s Actual Purpose? 79\u003c\/p\u003e \u003cp\u003eHumans Are Drawn to and Inspired by Great Purpose 81\u003c\/p\u003e \u003cp\u003eCrafting a Compelling, Inspiring Purpose Statement 82\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 4 Define Values in Behavioral Terms 89\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eWhy Do You Need Values Defined in Behavioral Terms? 91\u003c\/p\u003e \u003cp\u003eYour Beliefs May Not Be Aligned 93\u003c\/p\u003e \u003cp\u003eBuild Your Values Foundation on Behaviors 94\u003c\/p\u003e \u003cp\u003eStep-by-Step Guidelines for Creating Valued Behaviors 97\u003c\/p\u003e \u003cp\u003eDefine Your Values 102\u003c\/p\u003e \u003cp\u003eInclude Observable, Tangible, and Measurable Behaviors for Each Value 105\u003c\/p\u003e \u003cp\u003eYour Values, Definitions, and Behaviors 108\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 5 Outline Strategies and Goals for the Coming Fiscal Year 113\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eFive-Point Strategic Planning Wheel 120\u003c\/p\u003e \u003cp\u003eWho Is in Charge of Communicating Your Business Strategies and Goals? 123\u003c\/p\u003e \u003cp\u003eMeasure the Right Things 125\u003c\/p\u003e \u003cp\u003eBuild a Draft of Your Team or Company’s Strategic Plan and Goals 127\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 6 Your Organizational Constitution Must Be LIVED 133\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eEngage All Leaders in Your Organizational Constitution’s Implementation 135\u003c\/p\u003e \u003cp\u003eDescribe the Way 141\u003c\/p\u003e \u003cp\u003eModel the Way 147\u003c\/p\u003e \u003cp\u003eAlign the Way 150\u003c\/p\u003e \u003cp\u003eContribution Management instead of Performance Management 151\u003c\/p\u003e \u003cp\u003eThe Values-Aligned Tribe Culture at WD-40 Company 154\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 7 Gathering Formal Feedback on Valued Behaviors 163\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eIs it Responsibility or Accountability? 171\u003c\/p\u003e \u003cp\u003eCrafting Your Custom Values Survey 174\u003c\/p\u003e \u003cp\u003eLeaders Must Be Rated on Their Values Alignment First 182\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 8 Dealing with Resistance 189\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eWhat Does Resistance Look Like? 196\u003c\/p\u003e \u003cp\u003eHow Must a Leader Address Resistance? 198\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 9 Hiring for Values Alignment 203\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eHow Do You Hire Today? 205\u003c\/p\u003e \u003cp\u003eBefore the Hire—Recruiting, Interviewing, and Assessing 207\u003c\/p\u003e \u003cp\u003eAfter the Hire—Orientation and Integration 211\u003c\/p\u003e \u003cp\u003eWhat if the New Hire Just Doesn’t Fit? 216\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 10 Don't Leave Your Organizational Culture to Chance 219\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eLong-Term Alignment versus Short-Term Results 222\u003c\/p\u003e \u003cp\u003eScoring Your Culture Effectiveness Assessment 222\u003c\/p\u003e \u003cp\u003eImplementing an Organizational Constitution Is an Ongoing Project 225\u003c\/p\u003e \u003cp\u003eKeep Me Informed 227\u003c\/p\u003e \u003cp\u003eNotes 229\u003c\/p\u003e \u003cp\u003eAbout the Author 235\u003c\/p\u003e \u003cp\u003eIndex 237\u003c\/p\u003e \u003cp\u003e\u003cb\u003eS. CHRIS EDMONDS\u003c\/b\u003e is the founder and CEO of The Purposeful Culture Group, an organizational culture consulting firm. Since 1995, he has also served as a senior consultant with the Ken Blanchard Companies. Over the course of his career, Chris has delivered over 100 keynote speeches, authored or coauthored 6 books, and consulted for clients in almost every industry. He is an adjunct professor at the University of San Diego’s School of Business.\u003c\/p\u003e  \u003cp\u003eWe are more aware now than ever before of the vital importance of organizational culture. No one is inspired to perform in dreary, frustrating environments, and, in the 21st century, inspiration and engagement are often the only things separating the successes from the failures. But an earnest desire to improve your organization’s culture will only get you so far. You need a tangible framework that will give shape to your good intentions. There are many such frameworks out there, but \u003ci\u003eThe Culture Engine\u003c\/i\u003e is the only one that’s really in tune with the daily realities faced by leaders at all levels.\u003c\/p\u003e\u003cp\u003eIt’s true that culture-building is an ongoing process, but leaders also need to contend with the day-to-day responsibilities. Until now, no book has provided a way to solidify the culture you want without falling behind on everything else. In fact, \u003ci\u003eThe Culture Engine\u003c\/i\u003e, with its emphasis on developing an organizational constitution, never loses sight of the fact that it’s the everyday tasks that add up to a successful team. The goal of this book is to provide readers with a way to build a foundation that will \u003ci\u003eguide\u003c\/i\u003e daily implementation, allowing effective leadership to really kick in.\u003c\/p\u003e\u003cp\u003eMany managers and team leads have a nagging feeling that their people aren’t performing to their full potential. Sure, the job is getting done, but is it getting done well, or is it just “good enough”? Without a set of principles to point the way to leaders and team members alike, no amount of intervention will squeeze success out of a troubled culture. \u003ci\u003eThe Culture Engine\u003c\/i\u003e shows that those principles don’t have to be nebulous and vague—quite the contrary.\u003c\/p\u003e\u003cp\u003eAuthor S. Chris Edmonds walks readers through the steps to drafting an organizational constitution with the goal of clarity and a shared vision. With this vision in place, employees feel engaged and inspired to be a part of something with tangible meaning. A culture like that is the holy grail of leadership. Defining, crafting, and managing an organizational constitution per \u003ci\u003eThe Culture Engine\u003c\/i\u003e’s clear instructions brings that goal within reach for all of us.\u003c\/p\u003e","brand":"Wiley","offers":[{"title":"Default Title","offer_id":47990202007781,"sku":"NP9781118947326","price":25.0,"currency_code":"USD","in_stock":false}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/1842\/7735\/files\/9781118947326.jpg?v=1761786886","url":"https:\/\/k12savings.com\/products\/the-culture-engine-isbn-9781118947326","provider":"K12savings","version":"1.0","type":"link"}