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CULTURE CHANGE ROI: CONNECTING CXO COMPENSATION TO CULTURE CHANGE & BUSINESS OUTCOMES
CXOs can’t afford to be dabbling and hacking at culture change any longer. There’s too much at stake. Think about it: if you DON’T shift to a more creative, agile and collaborative culture, what’s the impact on the two business areas that generate the highest revenue/margin? If you DO shift, what’s possible?
How can we help the CXO (and leadership team) be more aligned and focused on owning the ongoing culture work as a shared, daily responsibility? Connect their compensation directly to the expected business benefits.
Here’s one way to connect the dots… the business benefits are a result of consistent improvements in performance outcomes. Every CXO wants to see their company becoming more innovative, adaptable, creative, courageous, etc. Those outcomes require meaningful, deliberate training/adult-development (new kinds of muscle-building) …evidenced by improvements in the quality of these particular business activities: experimentation/speed, humility/learning, external (client/other) focus, delegation (diffused) decision-making, solidarity/trust…which comes from changes in personal and interpersonal mindsets and behaviors/habits.
How were you thinking of measuring ROI on your culture transformation investment and CXO leadership development…
