Doctor David Everett outlines three tangible embodiments of organizational culture—commitment, challenge, and care—and explains how intentional practices in these areas express and sustain a healthier workplace.
Doctor David Everett: What are the three tangible or visible forms of your culture? He says these are representations or expressions of that culture. Everett: These are essentials in terms of how organizations relate and connect to.
The third embodiment of culture is care, care, self care, individual care. Healthcare is slowly coming to the top of every list of employee need, want, and satisfaction. If you go in an intentional fashion, moving forward and practicing those three things, I think you will be well on your way to having a healthy, happy organizational culture.
Good morning, or good afternoon to some of you, depending on where you are. I am Doctor David Everett, and I plan to talk to you today about what I believe the three embodiments of culture are. When you think about embodiments, it's very important to understand that the embodiment of something is the tangible or visible form of that thing, or a representation or an expression of something. So what are the three tangible or visible forms of your culture? Or what are the three representations or expressions of that culture?
Some people will say, or some organizations will say, oh, it's our staffing, or it's our communications and engagement with community. All those are fantastic, and I think they are essentials in terms of how organizations relate and how they may even connect to. But I want to go below the servers and get a little deeper in terms of what are some of the intrinsic things that embody your culture? And the first I want to say or suggest is commitment. What are you committed to, and how does that commitment get shared in terms of the organizational or departmental, or maybe even your individual philosophy?
In terms of progression, are you committed to certain things, or are you not committed to certain things? How are you making sure that that commitment is understood throughout and across the organization, the team, department, etcetera? The second embodiment of culture, I think, is challenge. How are you building in structures or practices that challenge growth, that actually allow you to think about innovation and adapting? And what are some of those ways that you embed them systemically into your organization?
So it isn't just an individual practice, but it becomes a systemic or a structural practice that can continue whenever an individual is present or may not be present. And the third embodiment of culture, I would have to say, is care, care, self care, individual care. Healthcare is slowly, slowly, slowly, slowly coming to the top of every list of employee need, want, and satisfaction. So, if you are not promoting care, if you are not practicing self care, you are doing you and your organization a disservice.
So how can you think about care proactively as well as reactively for mental health reasons, for health reasons overall, in general, and more importantly, for your organizational overall health and well being. So, my three embodiments of culture, commitment, challenge, and care. If you remember those three things, and you go in an intentional fashion, moving forward and practicing those three things, I think you will be well on your way to having a very healthy, happy organizational culture. We'll see you next time.
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