- Define the available components
- Categorize your components into capabilities
- Define the relevant signals for both components and capabilities
- Develop playbooks or “recipes”: specific and deliberate combinations of components and capabilities that you will connect to a defined Cultural Outcome.
- Assign accountability to an individual or groups of individuals for the Outcome
With such defined Cultural Outcomes, an enterprise can
- Deconstruct “culture” into specific cultural outcomes
- Take account of the different perspectives that are relevant in Cultural Governance - cultural outcomes that matter to non-management might not matter to management; technical and non-technical outcomes; senior management and executives etc.
- Provide consistent cultural guidance and execution across teams, managers and geographies
- Provide the workforce with unambiguous guidance with respect to their cultural capacity and vision, including concepts like core values
- Speed up the decision-making process with respect to cultural priorities
- Ensure that they can exercise effective communication and governance over the execution of strategic visions over a long-term period