The document discusses the relationship between performance, leadership, culture and strategy. It states that there is a direct correlation between an organization's performance and the strength of its leadership, culture and strategy. A strong culture outlines clear values and guides employees, creating a more engaged and satisfied workforce. To develop a strong culture, the document recommends determining the organization's purpose, strengthening leadership, assessing and aligning the current culture, and establishing goals and strategies to improve performance.

1. Performance=Leadership+Culture+Strategy
What comes to mind
when you think of culture?
We see a direct correlation between
Performance and the health of your Leadership,
Culture and Strategy. In turn, maybe you’ve
heard that culture eats strategy for breakfast
- the saying attributed to Peter Drucker. But
strategy and culture should be interacting with
and reinforcing each other, not just running
alongside each other!
Culture
Action Plan

2. It’s a combination of
attitudes, beliefs, actions
and psychology that are the
reason for great success or
great failure, depending on
the strength of the culture and
how well it is implemented.
A culture that outlines clear
values is a strong culture,
and will guide employees
and the company as a whole
in their daily operations -
creating team members who
feel valued, confident and
empowered, and are actively
engaged in the organisation.
Companies with strong
cultures perform better
statistically, and have much
higher levels of employee
satisfaction and retention
than companies without a
clear and enforceable culture.
A culture of acceptance,
communication, employee
involvement and other
positive attributes is one
that will have your team
performing at their peak and
getting the best results.
Other benefits of a strong and
active culture are:
»» Focus - Everyone is
working towards one
mission, one vision, and
the same goals.
»» Motivation - Employees
are more motivated
and more loyal to the
company.
»» Connection - Getting
different divisions/
departments of an
organisation working
together cohesively is
imperative to success.
»» Cohesion - More control
and coordination in
the organisation and
encourages consistency.
»» Spirit - Team members
that are happy and
motivated are incredibly
efficient.
It starts with your Purpose and
Leadership as leaders drive
and deliver the Culture. We
will be asking some critical
and reflective questions below
around these key areas for
your company, team and
for yourself. The following
questions and solutions are
to help you with planning and
executing a strong culture
within your company or team.
What is culture?

3. Working out your purpose is the first
building block to creating a vibrant and
strong culture within your company or
team. If you don’t have a clear purpose,
you cannot lead effectively or expect
your team to work at their full potential.
What is your WHY? Your purpose? Why
does your business exist?
Why does this matter
to you?
Why does this matter to your team,
clients or organisation?
Why does leadership matter to you?
If you need extra help figuring out
your WHY, contact us for a one-on-
one coaching session with one of our
experts at LHQ - you’ll gain clarity and
focus, as well as build your skills!
STEP 2
Leadership.
Authentic and engaging leaders get results; it’s important
to invest in yourself and your leaders to get the best
performance. Leadership is vital to your company’s success.
What do you want for your business and leadership?
What is your leadership philosophy? (Example –
Leadership is about making a difference)
What are your leadership strengths, and what could
you improve upon? List 3 of each please.
»» Strengths
1.
2.
3.
»» Areas of Improvement
1.
2.
3.
What are your 5 Key Values (these drive your behaviour)?
What is my vision for my leadership or my business?
As a leader, what are you passionate about and how
would this passion be of benefit to the needs of an
organisation or your own business?
Contact us for more information on our successful Online
Leadership Attitude Academy, to book in for some
leadership coaching, or to find out what workshops and
programs we are currently running that will help you
improve as a leader.
STEP 1
WHY
(PURPOSE)

4. STEP 3
Culture.
This is the big one! These questions will help you gain clarity
about the culture your company and team currently has; what’s
working and what isn’t.
Contact us for our
Cultural or Team
Transformation
Assessment, Program
and Strategy - you’ll
receive invaluable
insights and solutions
to turn your culture
around.
What is your vision?
What is your mission?
What are your values?
Are you aligned to all of the above?
Are your people aligned, and how do you know?
What makes you proud of your company?
How does the organisation support your professional development and
career growth?
Is risk-taking encouraged, and what happens when people fail?
What role do company values play in hiring and performance reviews?
What’s one thing you would change about the company if you could?
When and how do people like to give and receive feedback?
What are some of the ways the company celebrates success?
What kind of flexible work arrangements do people have?

5. Strategy is how you are going to reach your targets and
goals; how you’re going to achieve your vision in relation
to what is happening in the company and the industry in
general.
What are your key markets or segments?
What are your strengths as a business?
What are your weaknesses?
What are your opportunities?
Threats?
Who are your key clients and customers?
What key milestones do you have in the next 12 months?
What do you need to focus on in the next few months
and why?
Please contact us for our One Page Business Strategy Plan
and Workshop, to get you on the path to success.
STEP 4
Strategy.

6. STEP 5
Performance.
How you will carry out your strategy; the actions and goals you’re putting into place and
how you’re working to achieve them.
What ACTIONS will you focus on in the next 6 months?
How will you put your why, vision and values into action?
What are your goals in the next 12 months?
What are your goals in the next 12-18 months?
Name 3 things you need to change – what would happen if you did? What would
happen if you didn’t?
What will you do to ensure you are fostering the culture of your workplace?
What targets have you struggled with reaching? How can you improve on this?
How will you focus on being a better leader?
Please contact us for our Performance Plan and Organisational Health Leadership
Assessment, so you, your team and your company are performing at their best!
Based upon the above responses, what can we
do to support you in achieving this?
We are offering a FREE Consultation on each of the above areas, to help you succeed
and deliver a higher level of performance.
CONTACT US TODAY AT
Website: www.leadershiphq.com.au
Email: info@leadershiphq.com.au | Phone: 1300 719 665
BRISBANE | SYDNEY | MELBOURNE
Reference - https://www.fastcompany.com/1810674/culture-eats-strategy-for-lunch

7. Performance
Culture Strategy
Leadership