Great cultures leverage their organization's unique mission, purpose and values to strengthen their identity, inspire their employees and deliver on their brand promise. (Gallup, 2023)
This is the seventh post in a Blog series focused on executive skills needed to build and maintain healthy organizational cultures. The final post in this series will roll out on Thursday.
The reality is that most employees don't feel meaningfully connected to theircompany's culture. Within higher education and non-profit management, organizational culture serves as the silent architect shaping the soul of an organization. Gallup research showed that "employees' feelings of detachment align with how they believe their teammates and managers contribute to their organization's culture". Gallup found that only "two in 10 employees strongly agree that their coworkers are committed to their organization's cultural values, and the same proportion of employees strongly agree that their manager explains how the organization's cultural values influence their work."
What Organizational Culture Is: Organizational culture is not a mere buzzword but a living, breathing force that defines shared values, behaviors, and beliefs within an institution. As Denison et al. (2019) aptly state, it is the "social energy" that propels individuals toward a common purpose, influencing how work gets done.
What Organizational Culture Is Not: Contrary to misconceptions, organizational culture is not confined to slogans or posters adorning office walls, pizza parties, or mascots. It goes beyond superficial expressions to encompass the deeply ingrained norms that shape daily interactions and decision-making processes.
Recognizing Organizational Culture: Recognizing organizational culture involves keen observation of how employees interact, make decisions, and respond to challenges. It's reflected in the stories shared during meetings, the alignment of individual goals with organizational objectives, and the overall sense of belonging.
Positively Influencing Organizational Culture: To positively influence organizational culture, leaders must embody the values they wish to instill. The research by Cameron and Quinn (2019) underscores the importance of leadership behavior in shaping culture. Leaders serve as the cultural architects, setting the tone through their actions, decisions, and communication. As Simon Sinek wisely notes, "Leadership is not about being in charge. It's about taking care of those in your charge."
There are many models used across industries to shape organizational culture. A simple and straightforward model that I have employed is Gallup's framework for building your ideal culture. Their frameworks begins Defining (Culture is informed by purpose and amplified by your brand), Aligning (Culture is confusing when everyone isn't on the same page), Driving (The best company culture comes to life through the employee experience), and Sustaining (The only way to achieve the culture you want is by sustaining the changes you make). Learn more about this model and associated resources on the Gallup website.
As an executive leader seeking to assess the strength of your organization's culture, asking the right questions is crucial. Here are some key inquiries that can provide insights into the strength and dynamics of the organizational culture:
Values Alignment:
Are employees familiar with and aligned with the organization's core values?
Can they articulate how their work contributes to upholding these values
Behavioral Norms:
What behaviors are rewarded or recognized within the organization?
How are individuals who embody the desired culture acknowledged?
Communication Channels:
Is there open and transparent communication across all levels of the organization?
How are important decisions communicated, and is feedback actively encouraged?
Leadership Impact:
How do leaders embody and reinforce the organization's values?
Are leaders accessible, approachable, and consistent in their communication?
Employee Engagement:
Do employees feel a sense of belonging and connection to the organization?
What initiatives are in place to enhance employee engagement?
Adaptability and Innovation:
How does the organization respond to change, and is there a culture of adaptability?
Is there a willingness to experiment and innovate, and are these efforts supported?
Employee Development:
Is there a commitment to ongoing learning and development?
How are employees supported in their professional growth within the organization?
Recognition and Appreciation:
How are achievements and efforts recognized within the organization?
Is there a culture of appreciation, and how is success celebrated?
Decision-Making Processes:
How are decisions made within the organization, and to what extent are employees involved?
Is there a balance between centralized decision-making and empowerment at various levels?
Crisis Response:
How does the organization handle crises or challenging situations?
Does the organizational culture remain resilient and true to its values during tough times?
Understanding and positively influencing organizational culture demand a holistic approach rooted in authentic leadership and a deep appreciation for the nuanced dynamics at play within the organization.
References:
Denison, D. R., et al. (2019). The Denison organizational culture model: A model and method for assessing organizational culture. In Organizational Culture and Leadership, John Wiley & Sons.
Cameron, K. S., & Quinn, R. E. (2019). Diagnosing and changing organizational culture: Based on the competing values framework. John Wiley & Sons.
Simon Sinek. (n.d.). Goodreads. Retrieved from https://www.goodreads.com/author/quotes/3158570.Simon_Sinek
Gallup Workplace Culture (n.d). Retrieved from
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