The culture was
1. cut-offs and halter tops,
mud fights and partying
2. business suits and high heels,
bureaucracy and conformity
3. dressy casual, gregarious,
and competitive
4. uniforms, formal, and structured
Where did I work?
Each workplace / job was totally different and had its own culture:
# 1 was on white water rivers as a river guide
#2 was at a state office as a gubernatorial appointee
#3 was mostly ‘in the field” as a real estate franchise salesperson
#4 was on military bases as a management trainer / teacher
REFLECT:
Reflect on your family culture – it’s habits, patterns, celebrations, etc.
Then reflect on a different culture’s family patterns – their habits, patterns,celebrations, etc.
How comfortable are you being in different personal cultures?
Organizational culture refers to the attitudes, characteristics and behaviors of an organization and its employees. It includes:
* mission, values and ethics
* goals and leadership style
* work environment
* work norms, behaviors and routines
Note: it does not include policy – which is how most organizations address it
As a leader, being able to establish or maintain or transform a culture is a necessary skill set.
While each organization is unique, there are five general categories of corporate culture:
1. Conventional / Traditional Culture
These cultures have clearly defined hierarchies and specific ways of doing things that include dress codes / uniforms. They are numbers-focused and risk-averse. The bottom line takes precedence over the customer. However, with changing markets and employee characteristics, these companies are shifting the way they operate and striving for improved communication, collaboration and engagement. Though they still have clearly defined hierarchies, many are grappling with learning to communicate in new ways that can blur the hierarchal lines. Facing this challenge can be a big opportunity for learning and growth, as long as management doesn’t resist it.
You may have a conventional / traditional culture if:
• There are strict guidelines for most departments and roles
• People in different departments generally don’t interact
• Major decisions are left up to management
• Your company has a corner on a specific market
Example: most bureaucratic organizations fit this profile.
REFLECT:
Reflect on how your culture matches this one.
2. The Team-first Culture
Team-oriented companies hire for culture fit first, skills and experience second. They recognize happy employees translate to happy customers, so they make employee engagement the top priority. These cultures provide
frequent team outings, opportunities to provide meaningful feedback, and flexibility to accommodate employees’ family lives.
You may have a team-first culture if:
• Employees take pride in their work
• Employees are friends with people in other departments
• Team members regularly socialize outside of work
• Employees are comfortable giving feedback to each other and leaders
Example: Netflix. Employees are expected to be committed to the organization. To earn this commitment, Netflix gives employees autonomy to decide what is right for them and offers unlimited family leave and vacation days.
REFLECT:
Reflect on how your culture matches this one.
3. Elite Corporate Culture
These innovative and daring companies are often out to change the world. They hire only the best because they’re always pushing the envelope and need employees who can lead the way. Expectations are extremely high and 60 to 70 hour work weeks are the norm.
You may have an elite culture if:
• Employees aren’t afraid to question things that could be improved
• Employees make work their top priority, lacking work-life balance
• Top talent moves up the ranks quickly
• Many highly qualified people want to work there
Example: SpaceX. A high-profile example of an innovative (and relatively young) organization doing big things in aerospace manufacturing and space transport. Employees report feeling elated with their work. Knowing that they’re doing meaningful, history-making work keeps them motivated. Of course, such intensity can lead to pressure and competition between employees and burnout.
REFLECT:
Reflect on how your culture matches this one.
4. Horizontal Corporate Culture
These are usually start-up companies with highly collaborative, everyone-pitch-in mindsets. Titles don’t mean much, executives work side by side with junior staff, and communication between the CEO and office staff typically happens through conversations across their desks to one another rather than email or memos. Maintaining a structure with clearly defined goals, clear direction and accountability are not automatic for this culture
You may have a horizontal culture if:
• Everybody does a little bit of everything
• The CEO makes his or her own coffee
• Teammates discuss new product ideas in the break room
• You are still proving your product’s worth to critics
Example: Basecamp. Originally founded as 37Signals, Basecamp decided it would focus exclusively on its most popular product and maintain its relative small size rather than grow into something much bigger and broader.
REFLECT:
Reflect on how your culture matches this one.
5. Progressive / Transitional Culture
Mergers, acquisitions or sudden changes in the market can all contribute to this culture. Because employees don’t know what to expect next, uncertainty is the main trait of a progressive / in transition culture. Change can be scary, but it can also be good, and smart employees know this. They’ll embrace change as an opportunity to make improvements and try out new ideas.
You may have a progressive culture if:
• Employees talk openly about the competition and possible buyouts
• Your organization has a high turnover rate
• Most of your funds come from advertisers, grants or donations
• Changes in the market impact your revenue
Example: LinkedIn. A social media community site, when it acquired lynda.com for $1.5 billion, it created a big transition in all areas of the company.
REFLECT:
Reflect on how your culture matches this one.
APPLY:
Identify your organizational culture.
How you want to change it?
Plan one changes, and begin implementing it.
