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A COMMON LANGUAGE FOR BEHAVIOUR: THE FOUNDATION OF A STRONG ORGANISATIONAL CULTURE 🌍




A common language for behaviour: the foundation of a strong organisational culture 🌍


Peter Drucker famously said, "Culture eats strategy for breakfast." In today’s competitive business world, a strong organisational culture is key to long-term success.


One of the most powerful yet often overlooked tools for building this culture is establishing a common language for behaviour. When employees and leaders share a clear way to describe workplace behaviours, communication improves, values become actionable, and teams work more effectively.


What is a common language for behaviour?


A common language for behaviour means using consistent terms to define workplace actions, tendencies, and reactions. It includes traits like initiative, collaboration, accountability, adaptability, and problem-solving.


A shared vocabulary helps teams and leaders discuss performance, expectations, and development with greater clarity and precision.


The advantage of detailed behavioural data 📊


Traditional personality assessments often categorise people broadly, such as introvert vs. extrovert. While useful, this approach lacks depth. Harrison Assessments goes much further by measuring 175 workplace traits, providing a nuanced view of strengths, potential risks, and development areas.


This allows organisations to move beyond labels and understand what truly drives employees.


How a common language for behaviour strengthens organisational culture 🏢


  • Aligning values with employee behaviour 💼

    Every organisation has core values, but they must be reflected in daily actions. A common language ensures values are not just abstract ideas but visible in how employees interact and make decisions.


  • Enhancing communication and feedback 🗣️

    Without a shared understanding of behaviours, communication can break down. A common language clarifies feedback, making it more actionable. Leaders can provide targeted guidance using specific terms rather than vague suggestions.


  • Improving employee development 📈

    A deep understanding of workplace behaviour allows managers to create personalised growth plans

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