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Core Culture
bySheila L. Margolis, PhD
© 2013 by Sheila L. Margolis
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In successful companies, employees understand the values
that are core to their culture.
© 2013 by Sheila L. Margolis
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To understand culture, you must look inside your organization.
© 2013 by Sheila L. Margolis
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Core Culture is the essence of your culture.
© 2013 by Sheila L. Margolis
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Core Culture is the foundation for why you’re in business and the
framework for how you distinctively and strategically
do your work.
© 2013 by Sheila L. Margolis
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Core Culture consists of the vital Purpose,
distinctive and enduring Philosophy, and
strategic and universal Priorities.
© 2013 by Sheila L. Margolis
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Core Culture is the heart and soul of your organization.
© 2013 by Sheila L. Margolis
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Purpose is the “why” of the organization.
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Why does your organization exist?Why is the work you do
important?
© 2013 by Sheila L. Margolis
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Businesses exist to make a profit. They also exist to make a
difference.
© 2013 by Sheila L. Margolis
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Your work is more than a job;it’s a cause that’s
making a difference in people’s lives.
© 2013 by Sheila L. Margolis
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A Purpose statement is brief in length and broad in scope.
© 2013 by Sheila L. Margolis
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The Purpose should inspire.
© 2013 by Sheila L. Margolis
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A broadly-stated Purpose expands your perspective.
It opens you to endless possibilities.
© 2013 by Sheila L. Margolis
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When employees share the Purpose, there is a collective spirit
that propels the organization to greater performance and
heightened success.
© 2013 by Sheila L. Margolis
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Philosophy is the distinctive and enduring
“how” of the organization.
© 2013 by Sheila L. Margolis
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“How” you do your work matters!
© 2013 by Sheila L. Margolis
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Philosophy is a small set of values or guiding principles that are
fundamental, distinguishing, and enduring to the organization.
© 2013 by Sheila L. Margolis
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In successful organizations, employees consistently use the
Philosophy to guide their decisions and daily actions.
© 2013 by Sheila L. Margolis
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The Philosophy is distinctive: it’s how insiders view the
organization as being different, especially from its competitors.
© 2013 by Sheila L. Margolis
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The Philosophy is like the personality or character of the
organization.
© 2013 by Sheila L. Margolis
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The Philosophy is enduring: it provides continuity in character.
It has distinguished the organization over the years.
© 2013 by Sheila L. Margolis
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The Philosophy is typically derived from the founder or the principles
and ideals that were part of the organization’s creation.
© 2013 by Sheila L. Margolis
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If the Philosophy changed, it would feel like a different
organization.
© 2013 by Sheila L. Margolis
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Most often the change an organization needs is to be better
at practicing its Philosophy.
© 2013 by Sheila L. Margolis
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Together, the Purpose and the Philosophy
constitute Organizational Identity.
© 2013 by Sheila L. Margolis
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Priorities further guide “how” you work.
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Priorities can be strategic or universal.
© 2013 by Sheila L. Margolis
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Strategic Priorities are additional principles or values that enable
the organization to achieve its goals.
© 2013 by Sheila L. Margolis
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You must know the organization’s strategy to define the
strategic Priorities.
© 2013 by Sheila L. Margolis
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Making changes in strategic Priorities is a way to
shape culture and drive change.
© 2013 by Sheila L. Margolis
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Universal Priorities are values that promote an engaged workforce.
© 2013 by Sheila L. Margolis
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Universal Priorities contribute to an enriching, motivating
workplace that stimulates exceptional efforts and
heightened loyalty.
© 2013 by Sheila L. Margolis
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Universal Priorities consist of the six values:
Fit, Trust, Caring, Communication, Achievement, and Ownership.
© 2013 by Sheila L. Margolis
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Core Culture is your organization’s hidden asset.
© 2013 by Sheila L. Margolis
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Understand your organization’s Core Culture and build your
culture of distinction.
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www.SheilaMargolis.com