By: David and Jim McNeil

An organization’s culture is often described as the invisible force that shapes its success or demise. Culture in an organization is much more than a Vision, Mission and Values statement or a set of rules or guidelines posted online or in the Board Room; it’s the very essence of how a company or organization operates and interacts both internally and externally.

Defining Organizational Culture

Culture in an organization is a complex blend of shared elements:

● Values: principles or standards – what is important

● History: the whole series of past events connected with the organization

● Traditions: long established customs or beliefs passed from one generation to another

● Unwritten rules: behavioral constraints imposed in an organization that are not typically voiced or written down

● Behaviors: the way one acts or conducts oneself, especially toward others

● Habits: regular tendencies or practices, especially one that is hard to give up

● Attitudes: a settled way of thinking or feeling about someone or something, typically one that is reflected in a person’s behavior

● Practices: the customary, habitual or expected procedure or way of doing something

These elements collectively drive the results and performance and reflects the character and spirit of the organization and its people. Succinctly put: culture is “the way we do things around here” – it’s the living personality and character of an organization.

The Power of Culture

The renowned management consultant Peter Drucker is often credited with the powerful statement: “Culture eats strategy for breakfast”.
This quote underscores the critical importance of culture in an organization’s success. No matter how well-crafted a strategy might be, if it doesn’t align with the organization’s culture, it’s likely to fail.

Uncovering the Real Culture

To truly understand an organization’s culture, one must look beyond the official statements and dig deeper. Here are some revealing questions to ask personnel:

 “What’s it like to work here?”

 “What’s really important?”

 “How do people act when no one is watching?”

 “What do I need to know to get along?”

 “Who gets promoted and for what?”

 “Would you recommend working here to a family member?”

The answers to these questions often reveal the actual culture being lived by the workforce and may or may not align with the organization’s vision, values and mission.

The Importance of Cultural Alignment

Many organizations invest significant time and effort in developing their vision, mission, and values statements. These are meant to inspire and guide the organization. However, if there’s a disconnect between these statements and the actual culture, problems arise. The culture of an organization is crucial because:

1. Culture drives day-to-day operations
2. Culture influences decision-making at all levels
3. Culture shapes employee behavior and attitudes
4. Culture impacts how the organization is perceived externally

If an organization’s culture is incompatible with its vision and strategy,

the likely result is failure to achieve its goals.

Cultivating a Positive Intentional Organizational Culture

Recognize that reordering a culture to align with the strategy requires more than an inspiring vision and hopes for improvement. Strident leadership that communicates, demonstrates and actionizes the intended behaviors are foundational in this endeavor.

To foster a positive and productive organizational culture:

1. Lead by example: Leadership should embody the desired cultural values
2. Communicate clearly: Ensure everyone understands the organization’s vision, values and expectations
3. Reward aligned behavior: Recognize and promote those who exemplify the desired culture
4. Address misalignments: Quickly address behaviors and attitudes that don’t align with the desired culture
5. Regularly assess: Continuously evaluate and adjust actions as needed

Conclusion

Organizational culture is a powerful force that can either propel an organization to success or hinder its progress. By understanding, nurturing, and aligning the culture with the strategy, organizations can create an environment where organizational goals are achieved and employees thrive. Remember, culture isn’t just about what’s posted on the wall—it’s about how people actually perform and interact every day.

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