Like individuals and teams, Performance Avenues can be applied to a company's or an organization's culture. Review these key aspects of your company/organization and see how it is aligned with each avenue. Then go back and answer the questions at the end of each heading. For example, does your company lead by positively pursuing "opportunities" or learn by instilling a culture of comprehensiveness and "understanding"?

As with individual and teams, Performance Avenues is a first step in evaluating a company and, therefore, does so from a big picture perspective. Address the five avenue questions below and you will then want to have conversations about your organization as a whole. The conversations you have and the conclusions you come to will allow you to drill down deeper using other management tools and approaches.

Click onto The Network tab to see how individuals on the right Performance Avenues, with the right understanding of how to use their avenues, can work well together in effectively aligning the company or organization with its mission.

>>> Leading with Opportunity

A company's people need to continually and contagiously think and feel that there is something else, more, and better that what there is now -- both for themselves and for their company. Opportunity looks for an opening, another chance to succeed, and the next big break. A culture of opportunity is critical to morale and the advancement of the mission. It echoes "I can," keeps the company ahead of the competition, and makes for an exciting and rewarding place to work.

Is our company culture one of opportunity?

>>> Learning with Understanding

A company's people need to understand themselves and their coworkers, job, industry, customers, competition, and company. A culture of understanding seeks to discover the truth of the matter through many venues. It takes a comprehensive approach, relentlessly gets to the bottom of things, and verifies rather than assumes. The understanding process sorts through and interprets data and information and prepares it for the next level of effective application.

Is our company culture one of understanding?

>>> Innovating with Imagination

A company's people need to periodically space out with some "wonder time" and contemplate new possibilities for themselves and their company. This kind of programed dreaming takes focus and practice and stirs our innermost imagination. We bring our imagination down to earth and start to turn it into creative ideas. We then go to innovation which is applied creativity. A culture of imagination allows this "wonder time" to eventually end up as innovations.

Is our company culture one of imagination?

>>> Managing with Discipline

A company's people need to decide what level of discipline is required for their job and then stick with it. We all work best with flexible systems that channel our energies into things like goal-setting, prioritization and problem-solving. This approach allows for productively getting from point A to Point B through all the confusion, obstacles and failures. A culture of discipline provides for clarity and expectation of how a company best operates smoothly and efficiently.

Is our company culture one of discipline?

>>> Promoting with Communication

A company's people need to keep seeking the most effective ways to communicate with everyone they come in contact with, especially their coworkers. Things can really get messed up by the lack of or dysfunction of communication, including listening, whether verbal, written, illustrated, videoed, or signaled with body language. A culture of communication involves focusing on what to say, how to say it, who to say it to, and what outcome is sought by it.

Is our company culture one of communication?

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