The Culture of an organization is important. Culture orients us to the organization, its purpose and goals. But Culture is not just what an organization says, Culture is what it does both internally and externally.
How does the organization treat its customers, even the difficult ones?
How does the organization treat its employees, and not just those at the top of the ladder?
Performance is important.
Making the numbers. Bringing in revenue. Achieving goals.
Performance keeps us in business.
Employees are important.
Employees do the work. Employees make the calls. Employees interact with the customer.
Actively managing Culture, Performance, and Employees and keeping these three in balance may be the most important responsibility of a leader.
But some leaders forget all three.
Some leaders only remember one.
Some leaders focus solely on Performance.
Performance alone creates a different Culture.
Performance alone can treat Employees like numbers.
Performance alone can turn the Culture against Employees.
Performance alone blames Employees (for the Culture and lack of Performance).
Performance alone can lead to Employees leaving for a better Culture.
Great leaders realize Employees matter.
Great leaders realize Performance matters.
Great leaders realize that Culture can take care of the other two.
Great leaders strive for Culture that rewards and values Employees that can lead to greater Performance.
Great leaders know where to start.