How to enable companies to establish a complete corporate culture system?

Liu Hairong Corporate Culture System Construction 01\x0d\\x0d\The God of Asian Systems Teacher Liu Hairong, top domestic talent strategy expert, director of China Corporate Culture Association, visiting professor of Sun Yat-sen University, president of Huaxing Company,* **Ying International Training Institution Instructor, "Absolute Profit" 30 times guaranteed class, the first person in China's system practical training! His "Corporate Culture System" is deeply loved by entrepreneurs. How to establish corporate culture in an enterprise? Here we have summarized a few of them and share them with you! \x0d\\x0d\Three steps of corporate culture construction\x0d\There are three misunderstandings in corporate culture construction: the content of corporate culture can easily become empty, the presentation of corporate culture can easily become arbitrary, and the implementation of corporate culture can easily become a formality. \x0d\In terms of methods of corporate culture construction, there are two tendencies: one is the naturalistic tendency, which believes that corporate culture and corporate philosophy are naturally formed in the company's long-term production and operation activities, and companies have no way and should not carry out what they think Design: The other is the tendency of subjectivism, which believes that corporate culture and corporate philosophy are human-made designs. The former leads to the "inaction" phenomenon in the construction of corporate culture, and everything is left to develop naturally, and the company lacks clear conceptual guidance; the latter leads to "surprise" corporate construction, and companies can design very loud concepts and slogans overnight, and also You can spend huge sums of money to print a beautiful corporate culture manual. But both methods have the same result: employees are still blank psychologically, and the company's culture and philosophy are still blank. \x0d\Evaluation of corporate culture\x0d\The core of corporate culture is corporate spirit. A successful corporate spirit or slogan can generate positive and specific associations, and it is this association that has a powerful motivating effect. \x0d\Obviously, whether the culture is accepted and recognized by employees, and whether the corporate culture is working on employees, first requires a good diagnosis. \x0d\The method and principle of diagnosis is: gather employees in a certain way, analyze them one by one according to the elements of corporate culture, and ask employees to name representative people or times. Depending on whether the person or time is positive or negative, to determine the status of the business on this element. \x0d\Refinement of corporate culture\x0d\Corporate culture must first be refined from history. In the development of an enterprise for more than ten years or even decades, it will definitely formulate some concepts and spirits that support the thinking of employees. These concepts and spirits are included in the process of corporate entrepreneurship and development, and are hidden in some key events. By extracting and processing the spirits and concepts hidden in these events, you will discover what are the deep-seated spirits and concepts that truly support the development of the enterprise. \x0d\Of course, corporate culture construction must be designed from the future. Analyze the industry, analyze competitors, position your own development goals, and find the gap between the current situation and goals. Further answer: In order to shorten the gap and achieve the goal, the enterprise must have what spirit and what philosophy should guide itself, and design a future-oriented cultural concept according to this requirement. The core concepts and concept system of the enterprise are formed by comprehensively processing and sorting out the cultural concepts extracted from history and concepts designed from the future. \x0d\Strengthening of corporate culture\x0d\First, conduct corporate culture training for all employees. The training method is to first train the storyteller, who can be a business leader, the person involved in the story, a propagandist or an expert. According to the plan, the concept to be expressed in the story should be made profound and vivid so that every employee can remember and understand it. And take the initiative to explain these concepts and stories to new employees. These stories can make corporate culture concrete and personified. \x0d\Secondly, establish and cultivate typical characters. After refining and designing the corporate culture and conducting publicity and training, some people can directly identify and accept it and use the concept to guide their specific actions. They are the backbone of the enterprise. At this time, the enterprise establishes this backbone as a model and makes full use of its demonstration effect to visualize the concept, so that more people understand and agree with the concept. Once again, the management system is formulated based on corporate culture concepts and values. Through the coercion of the system, employees are forced to behave in line with the corporate philosophy and values. In the process of executing the system, the corporate philosophy and values ??will continue to be internalized and eventually become the employees' own concepts and values.