Where does an organizational culture come from?
Is the tone set from a singular mantra or is it built like a house, brick by consistent brick? As we wrapped up a marathon of new team member on-boarding activities (growing our logistics specialist workforce by over 40% since January), we realized that our culture will continue to evolve and grow with each new team member’s influence. How can we create an environment that is bigger than ourselves but also dependent on each individual to make the sum something worth protecting?
We were recently humbled to receive concrete confirmation that what we have is, indeed, worth protecting. LeanCor was awarded the honor of a Top Workplace in Cincinnati. This happened because our team members demonstrated their engagement and satisfaction with our organization by taking an honest self-assessment survey, and their positive outlooks on working here secured us a high enough score to be acknowledged by the awarding body. This shows us that we must be doing something right.
One of those "right" things is called The LeanCor Way. Many businesses have their own different “ways,” (and no, I’m not referring to Skyline Chili even though we love it here in NKY/Greater Cincinnati). The LeanCor Way is a documented sense of self, a description of our organization’s identity through mission, vision, values, principles and strategy. The purpose is to create awareness and alignment with all team members on where we are and where we strive to be, just like a GPS system for the soul of our organization.
One of the major tent poles of lean thinking is an overarching respect for people. We take that very seriously and have learned over time what it looks like to create a culture in which our people know that they are the reason that we exist and win. Our internal people management system, which we refer to as TMATE (Team Member Advancement Through Engagement) is literally built by our team, for our team and creates a people-centric complement to our organization’s mission: to advance the world’s supply chains. This mission does not stop at LeanCor or with our partners. It’s limitless.
As our company continues to grow and define different things about our self, we are constantly becoming more enlightened as to who we are, who we strive to be and the best management systems and business strategies to get us there. As part of this self-discovery, a journey almost fifteen years in the making, we have learned a lot along the way. We even consider ourselves a learning organization, if such a thing can exist, so we try to take time to reflect on what we’ve learned and share it with others. This, in and of itself, is dynamic…we are learning every single day.
That’s going to be the purpose of this blog series going forward. We want to share what we have learned and are learning with regard to our culture, our team members and the management systems, tools and strategies that tie them all together. Specifically, we want to discuss our approach at LeanCor to:
- Recruiting and On-Boarding
- Performance Management Systems
- Employee Engagement Tactics
- Up-Skilling a Motivated Workforce
- Reflection and Planning for the Future
And as we discuss The LeanCor Way with each of our new team members during their on-boarding experience, we want to make sure that they understand the big picture at LeanCor. And, that they are among the artists that get to sign their names in the bottom corner along the way.
Posted by Clint McCrystal
Training and Development Manager at LeanCor | I am an individual with many interests, and I like to leverage both my creative and analytical skills.Facebook LinkedIn Twitter Google+