When it comes to improving office culture behaviours and values are not always in harmony. Our values might say we do one thing but how we treat each other may be quite the opposite. Pressure of work, deadlines, conflicting personalities and old habits can all get in the way of us behaving the way we know we should when we signed up to those values on the wall. So how can we change the way we do things so that we are all on the same page when it comes to living our values and creating the culture that we all want?

Well the answer may lie in this simple acronym – AIM.

A is for the Actions we take. Too often we act before we think and reflect later on what we could have done better. We know that actions speak louder than words but it is also words that inspire actions. So are the right words playing out in our head to guide the actions we take? A simple exercise for your team to take is to translate your company’s values into meaningful actions, by thinking of specific, real situations you face each day, like meetings, and discussing how the values apply e.g. when we do this, this is how we should act.

I is for Intentions. These are the things we plan to do but which don’t quite play out as we expected. Yes, our intentions can sometimes be misinterpreted, but remember, the meaning of your communication is the response that you get. If you are not getting the response you expected, there’s every chance your intention is being mis-communicated. Why is this? Body language, your tone of voice, the words you choose or the readiness of the other person to listen all contribute. First you need to clarify your intentions, then plan how you can deliver your message effectively, before you act.

M is for Motivation. This is what we plan to do better going forward, by learning from our mistakes and focusing on the positive things we want to achieve. Feedback is key to maintaining motivation. We need to recognise that old habits and behaviours are hard to shift. Seek feedback about own own progress in adopting the new culture and be prepared to acknowledge others efforts, but also respectfully address any actions when they are off track. Giving and seeking regular feedback will keep motivations on track.

Making changes to improve office culture is hard. There are so many obstacles to overcome. It can be like getting on to a travelator going the wrong way. You have to work hard to move forward and if you stand still you end up going backwards. The good news is if you keep at it eventually you will be back on solid ground again with everyone moving forward in the same direction. Leaders have a key role to play in keeping it practical by setting the right tone and modeling commitment to the new culture.