{"id":3948,"date":"2023-08-10T08:00:49","date_gmt":"2023-08-10T06:00:49","guid":{"rendered":"http:\/\/www.stefduplessis.com\/?p=3948"},"modified":"2022-12-26T14:34:26","modified_gmt":"2022-12-26T12:34:26","slug":"alignment-and-ugrs","status":"publish","type":"post","link":"https:\/\/www.stefduplessis.com\/index.php\/2023\/08\/10\/alignment-and-ugrs\/","title":{"rendered":"Alignment & UGRs"},"content":{"rendered":"

Many organisations engage in strategic planning processes, part of which
\ninvolves the identification or confirmation of \u2018values statements\u2019.<\/p><\/blockquote>\n

This segment of the planning process is usually well can\u00advassed – with lots of discus\u00adsion about what is really wanted in the organisation, and lots of wordsmithing. Sadly, that\u2019s often as far as the values exercise goes. People involved in the process may view the exercise as valuable, but its impact on the organisation can be minimal…<\/p>\n

In my work with organisations I am surprised at the unity of vision when people are asked about the corporate culture they would like to create. Many readers will know that I am keen to involve people in verbal\u00adising the UGRs\u00ae (Unwritten Ground Rules) they would like to character\u00adise the team or organisation into the future.<\/p>\n

This is an uplifting and useful pro\u00adcess, and it\u2019s incredible that I have never heard a positively framed UGR with which other people disagree.<\/p>\n

This process is a key one in getting strate\u00adgic alignment – that is, it creates a shared under\u00adstanding of the kind of culture that a group is prepared to strive for. It\u2019s strategic in that such a culture will help the organisation achieve its goals.<\/p>\n

There is another form of alignment that we\u2019ve re\u00adcently identified and are beginning to focus on in our work with companies – this is called personal alignment.<\/p>\n

While strategic alignment is nec\u00adessary, it is not sufficient to achieve cultural change. What is needed as well is personal alignment, where people\u2019s personal behaviours are in line with the culture an organisation would like to achieve.<\/p>\n

There is plenty of evidence that shows that as human beings, we see things differently. This is as a consequence of our own ex\u00adperiences and biases. Two of us can experience exactly the same event, yet we see it completely differently.<\/p>\n

If we see things differently, it follows that our personal behav\u00adiours can be interpreted in different ways. We may think we are acting in accordance with a desired culture, but others may interpret this behav\u00adiour quite differently.<\/p>\n

This is key to achieving cultural change. Peo\u00adple need to learn how their per\u00adceptual lenses result in them coming to conclusions which may differ from others. Peo\u00adple also need to learn to be self questioning, indeed self critical about their own behaviours and how these may be interpreted by others.<\/p>\n

Using UGRs to change culture re\u00adquires more than strategic alignment. Individuals within companies need to question their own behaviours and in many instances, change them.<\/p>\n","protected":false},"excerpt":{"rendered":"

Many organisations engage in strategic planning processes, part of which involves the identification or confirmation of \u2018values statements\u2019. This segment of the planning process is usually well can\u00advassed – with…<\/p>\n","protected":false},"author":5,"featured_media":4776,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[83,81,87,88,82,89,90,80],"class_list":["post-3948","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-workplace-culture","tag-corporate-culture","tag-culture","tag-leadership","tag-leading","tag-organisational-culture","tag-ugrs","tag-unwritten-ground-rules","tag-workplace-culture"],"_links":{"self":[{"href":"https:\/\/www.stefduplessis.com\/index.php\/wp-json\/wp\/v2\/posts\/3948","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.stefduplessis.com\/index.php\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.stefduplessis.com\/index.php\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.stefduplessis.com\/index.php\/wp-json\/wp\/v2\/users\/5"}],"replies":[{"embeddable":true,"href":"https:\/\/www.stefduplessis.com\/index.php\/wp-json\/wp\/v2\/comments?post=3948"}],"version-history":[{"count":2,"href":"https:\/\/www.stefduplessis.com\/index.php\/wp-json\/wp\/v2\/posts\/3948\/revisions"}],"predecessor-version":[{"id":3982,"href":"https:\/\/www.stefduplessis.com\/index.php\/wp-json\/wp\/v2\/posts\/3948\/revisions\/3982"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.stefduplessis.com\/index.php\/wp-json\/wp\/v2\/media\/4776"}],"wp:attachment":[{"href":"https:\/\/www.stefduplessis.com\/index.php\/wp-json\/wp\/v2\/media?parent=3948"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.stefduplessis.com\/index.php\/wp-json\/wp\/v2\/categories?post=3948"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.stefduplessis.com\/index.php\/wp-json\/wp\/v2\/tags?post=3948"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}