Compare the curriculum leaders intend with the one people experience.
Use the same seven behaviors twice. Keep the answers separate until both sides are complete.
Leaders write first
Using the seven behaviors, leaders record the curriculum they believe they are teaching.
Commit before comparing
Leaders finish and set their answers aside before seeing any team responses.
The team records what it sees
Using the same seven behaviors, the team names what it is actually learning and observing.
Put the two side by side
Where they match, the culture is doing what leaders intended. Where they don't, that is the course correction.
What gets prioritized within your team?
What gets asked about in every meeting?
What characteristics do leaders model?
What do leaders visibly and repeatedly do?
What actions get rewarded?
Who got promoted last, and what did they actually do?
What behaviors do you hold people accountable for?
What is the last thing that carried a real consequence?
What behaviors get ignored, or that leaders don't do anything about?
What keeps happening that nothing happens about?
Who or what is protected from having to meet the guidelines or the values you've written down?
Who does not have to meet a standard that applies below them?
What actions or behaviors get celebrated?
What was the last thing celebrated, and what was it for?
Where they match, the culture is doing what leaders intended. Where they don’t, you’ve found the course correction.