Is your company culture experiencing splintered spirit?

Splintered spirit? That's a new & catchy term that basically covers how your employees are feeling about their jobs. Leaders often claim that a struggling organization's culture is broken, but focusing on fixing the culture is ineffective. Instead, leaders should address decision-making processes, communication, structure, strategy, and finances.

SmartBrief recently published an article around potential broken cultures in companies. The key points they highlighted include:

Complexity of Turnarounds: Fixing struggling organizations is complex, not complicated. There is no single solution.
Case Studies: Examples like Boeing and Starbucks illustrate the complexity of organizational turnarounds.
Root-Cause Analysis: New CEOs should uncover root-cause issues and use the existing culture to explore solutions.
"Just One Thing" Initiative: Encouraging small, continuous improvements can lead to significant positive changes.
Culture Evolution: Culture evolves naturally through addressing real issues, not by direct intervention.
It shouldn't be an uphill battle!

The piece went on to provide some basic advice for leaders attempting to turnaround the disjointed workforce:

People Are Not the Root Problem: Focus on finding the root cause of issues.
Avoid Cost-Cutting to Success: Cut fat, not muscle, and invest in developing strengths.
Treating Symptoms Is Wrong: Address underlying issues, not just symptoms.
Listen to Everyone: Avoid only listening to the noisy individuals; seek input from all.
Evaluate Strategy Execution: Poor execution might be the issue, not the strategy itself.
Avoid Reflexive Restructuring: Restructure for the right reasons, not as a default action.
Avoid Internal Echo Chambers: Base decisions on market realities, not internal opinions.
Don't Emulate Competitors: Focus on unique ways to meet customer needs.
Lead by Values: Strengthen and live by organizational values during turnarounds.