Adaptive Corporate Culture
WellBeing and Performance Agenda
Adaptive Corporate Culture
An Adaptive Corporate Culture is one that enables the organisation to adapt quickly and effectively to internal and external pressures for change.
A corporate culture that consistently supports a positive psychological environment will ensure the workforce will be more resilient against stress. Such a workforce will respond effectively to change without losing productivity.
The principles of Adaptive Leadership have to be adopted as a first priority by any organisation applying the processes described in the WellBeing and Performance Agenda, and no change in attitude or practice is going to happen unless someone or several people take a lead in bringing about change.
Psychological Responsibility and Sharing Responsibility for the Future Success of the Organisation are two principles that underpin the culture of the organisation. They influence the way people behave towards each other. These two agenda items should be adopted next after adaptive leadership.
Adaptive Corporate Culture builds on these principles and adds the elements of culture that heavily influence trust, commitment, motivation, kinship, concentration and social engagement, the attributes that form psychologically healthy organisations that perform at their peak.
Definition of Adaptive Corporate Culture
A culture is made up of various ingredients all of which help towards the tone, atmosphere and expectations that surround the workforce and influence its attitude and approach to work.
An Adaptive Corporate Culture (adaptive culture) is designed deliberately to create the tone, atmosphere and expectations of a psychologically healthy organisation, one that provokes the workforce to feel psychologically well. The culture, also, uses the health of the organisation as the stimulus for peak performance. The cultural expectation is that the organisation achieves peak performance through the enhanced psychological wellbeing of the workforce.
The culture, therefore, must have triggers that provoke individuals to behave in certain ways, and to feel responsible for the future success of the organisation. The main triggers are: purpose, vision, cultural values, corporate values, and architecture.
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Benefits of an Adaptive Culture
Culture influences everything in an organisation. It is ‘the way things are done around here’.
A culture that provokes people to feel psychologically well, combined with the motivation to attain peak performance, stimulates the workforce to be highly successful. The result is an organisation and workforce that are characterised by commitment, trust, motivation, kinship, concentration and social engagement. These are the attributes and behaviours that make organisations hugely successful
Implementation of an Adaptive Corporate Culture
It starts with the Board of Directors who need to agree that this type of culture is one they wish to see implemented. Once agreed, there are specific steps to be completed that start the ball rolling towards implementation. Leaders and managers have to work hard at developing the culture of choice, and this can be helped by having a description of the culture that is being implemented. The following is a description that can be used for this purpose:
Articles about Adaptive Corporate Culture
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