Culture is an ambiguous word, one which can mean very different things to different people and organizations. For all the discussion and corporate focus on the importance of culture and how it can impact the success of an organization, there is a surprising lack of clarity and agreement around exactly what exactly it is and how to influence it. One thing is for certain – before you can build a great organizational culture, you need to develop your own definition of organizational culture and what that means within your walls.
How to Define Organizational Culture
We have a few ideas to help you think about your organizational culture, and ultimately, define it so that you can effectively manage your culture to create an all-around successful and fiscally robust organization where people enjoy their experience as employees and customers.
- Organizational culture is created in real time through individual actions that construct a collective experience.
Culture can change very quickly based on the behaviour of people within your organization. Can you recollect a personal anecdote about one person who made a powerful impact on your organization – perhaps a great addition to your team who created immediate positive change? Conversely, you may recall someone from your professional past that single-handedly caused a rift within the fabric of your organization. We must always remain mindful of the impact individual behaviour has on organizational culture and take action to foster and support positive influencers or remedy detractors. How does your organization deal with cultural influencers?
- Organizational culture is organic, ebbing and flowing as factors in the environment change.
At no point can it be determined that you’ve got this culture thing ‘down’. Assuming you can take a breather from culture building during a high point is an ill-considered notion. Culture is, above all, comprised of people and relationships, and like any relationship it requires ongoing effort and care in order to thrive. Culture building is a long term business strategy that impacts every facet of an organization and it deserves your ongoing attention. How does this translate in your organization?
- Culture is not only what you say and do today, but what you aspire to be in the future.
Culture is heavily impacted by organizational goals, or the lack thereof. A well-defined mission defines your reason for being and guides decision making and behaviour, but an aspirational vision for the future is equally important. Do your employees have an understanding of the long term vision for the organization? Is this vision driving the culture forward to meet the challenge?
Cultivating a deep understanding of your current organizational culture is the first step in actively managing this critical component of organizational success. A culture strategy can mean the difference between mediocre and great organizational performance, ensure culture has a permanent bookmark in your business plan.
About Blu Ivy Group
Blu Ivy Group is a leading employer branding and employee engagement consultancy that aligns your organization with contemporary workplace paradigms. Blu Ivy Group’s mission is to help client’s build award-winning people practices, inspire extraordinary employee engagement, and cultivate unique and desirable workplaces.
Blu Ivy Group provides integrated solutions in employer brand and engagement research, strategic consulting, employer brand integration, creative and talent communications.
Blu Ivy Group is a trusted partner to many of North America’s most respected employer brands. For more information, go to www.bluivygroup.com