Impacts on Culture

The more I work with leaders in organizations, the more I am convinced of the power of culture. Yet, most people are fuzzy about what culture actually means. As a result, it can become a meaningless buzzword. Here’s how I have come to understand it:
 
Culture is the worst behavior an organization tolerates.
 
Every organization tolerates bad behavior because every organization is imperfect. This isn’t to say we should excuse bad behavior, but it’s the reality of human ecosystems. Want to change your culture? Identify the bad behavior you tolerate and decide whether or not it should be tolerated going forward.
 
Culture is the best behavior an organization rewards.
 
Every organization has some sort of reward system—whether it’s bonuses, promotions, or even just simple acknowledgments. Think about the behavioral rewards and decide whether or not it aligns with your goals and objectives.
 
Culture is the behavior you fire for.
 
Every organization has its “line,” that place that a person can’t recover from. Firing isn’t inherently bad, just like fear isn’t inherently bad. We need threats in order to keep us honest. Get clear on what you will fire for and make sure it’s clearly being shared with the entire organization.
 
Culture can be built depending on if promotion occurs based on merit vs. politics.
 
Yes, we would like to be in an equitable environment, but many organizations aren’t equitable (even if they claim to be). Politics is part of organizational culture whether you like it or not. What’s key is to have checks and balances in place to make sure that promotions are more meritocracy and less political.
 
The language we use drives behavior, and behavior drives culture.
 
Language matters. The words we choose get etched into our mind and our mind is a key driver in the decisions we make. Every organization has a culture; whether it’s intentional or not is a different story. Think about the consistent language you want to use to drive culture. Use it. Celebrate it. Listen for the buzzwords that get used throughout the organization. While buzzwords may seem cliché, they often tell a story of the culture.
 
So, what is culture? Hopefully, we gave you some clarity on what it is and why it matters. But this is just the tip of the iceberg. I would love for you to create your own distinctions and share them with me. After all, the language you use to describe your culture matters far more than the language I use.