It takes work to build up a culture throughout an organization. Maintaining a specific value system (such as integrity, dependability, etc.) throughout a group is important because it keeps people engaged even as challenges arise or changes occur. Often, it’s the small pieces which fit together and create the overall culture because the daily routine becomes engrained in the community. For example – if honesty is commonly utilized throughout a group, then honesty will naturally be integrated into new processes as they form.

A solid foundation for a certain value is built up daily, but the real progress comes through support and measured indicators. By setting and prioritizing goals, the vision becomes clearer and more attainable. These goals generate internal discussion about the company progress, how they align with the company’s vision, and how they advance the company in general. Many different instruments can propel goals forward, including data.

Data is a powerful tool for achieving a vision because it’s a tangible way to understand what progress is being made. Data can provide indicators to guide the overall goals. Many water utilities are integrating comprehensive data into their processes which is helping them recognize patterns. This can translate into a faster response to problems because they are being caught earlier. Consumers are able to access pertinent information which can answer questions before they need to call the utility. Information can also empower the consumer to take further steps, such as incorporating conservation. Data allows the values of a group to expand beyond themselves and impact others.

A group with poor data culture could have data collection systems, but the systems won’t be collecting worthwhile data or they won’t make the effort to translate the data into useful information. In contrast, a group with a strong data culture would prioritize data to accomplish their goals.

Some thoughts to ponder:

·  How do your various groups use data?

·  How can you use data in more effective ways?

·  How can data make a group stronger?

Getting everyone in the company to work together in the process of integrating a specific value (such as responsibility, adaptability, honesty, etc.) keeps everything focused and cohesive. Hearing thoughts from all levels of the company on how to integrate overarching values will bring important insights and keep everyone engaged. Creative problem-solving generates spaces for people to bring up new ideas which can guide processes to be innovative and keeps the company forward thinking. These are the things groups want to strive for but what do they do to achieve these goals? Below are some contrasts between poor group culture compared to strong group culture.

An example of a poorly cultured group would be where everyone is closed off and focused on themselves rather than the larger community and overarching values. This group might have a vision but they aren’t using their full potential to achieve their goals.

The American Productivity and Quality Center spoke at a conference in early October 2020, where they classified some common roadblocks to building a strong culture as:

• Risk adverse

• Lack of strategy and value proportion
• Legacy or siloed systems
• Bad performance measures
• Short-term focus
• Lack of accountability

The roadblocks listed above can also be roadblocks to change which can affect how the company functions. Just because the culture isn’t where it could be doesn’t mean it has to stay that way. SL-serco works with utilities throughout the United States to support their change implementations as they work towards their goals and visions for the future.

An example of a positive group culture would be where everyone prioritizes their time together through collaboration, engagement, and creative brainstorming. This group does their daily work well with an understanding of how it fits into the larger community, vision, and overarching values. A well cultured group looks to the future and wonders how things could be changed to be accomplished in a better way.

The American Productivity and Quality Center identified key supporting aspects to build a strong group including:

• Centralized or dedicated collaboration
• Cross-functional collaboration
• Clear and transparent processes
• Rewards and recognition
• Training and empowerment

SL-serco would add creativity and innovation as being key components to what makes a company culture successful. All of these elements can empower communities to grow stronger together and identify how to reach goals for the future.

Overall, building a community culture requires hard work but is worth the investment to achieve positive group culture.

Some thoughts to ponder:

•  What values could be integrated into your work?
•  How can you support implementing change?
•  What components do you think make a strong culture?