Ask a person the reason they love to travel and oftentimes they say to experience different cultures. Human beings seem to be intrigued by the social norms and ways of living of their fellow man in different cities and villages around the world. Having the experience and exposure to other cultures somehow adds a certain colour to our own lives, a certain richness.
What we are less aware of perhaps are the unique cultures we create in these environments we call workplaces. Just as the reality of visiting a country rarely reflects any possible depiction portrayed in a brochure, company culture is hard to convey by text printed in a company handbook or website, but rather better experienced by its essence, its spirit.
But how can we translate something seemingly ethereal into something more tangible and why is it even important?
The ‘spirit’ of a company
Just as any culture around the world is formed over time through traditions, cultural norms, societal needs, forms of communication, behaviours and attitudes, so too is a corporate culture.
Through a combination of day-to-day interactions we create the environments we work in, and those environments come with particular qualities regarding desired and accepted behaviours, attitudes, principles and modes of communication.
There is one main difference though – I am not aware of any society in the world that set out to create a particular culture intentionally, consciously. Rather the culture morphed through the ages. It could be said that some companies morphed in the same way, directed mainly through the attitude and conduct of the board, leaders and managers, and the behaviours that were tolerated.
But if you stop to think about it for a moment, through corporate culture we really do have quite an awesome opportunity – that through our actions, we can shape and form a mini-society that lends itself to our highest ideals, to enable others to step up to the plate and be their best, to focus on and achieve a unified purpose and direction.
And quite scary in the wrong hands…
So how do we get it right?
Setting the Tone
If you want to set the ‘right’ culture – start with yourself. Whether you are aware of it or not, your character, your personal conduct, value system and manner of treating others is akin to a metronome, the timekeeping device used in music to keep everyone in sync. So ask yourself some key questions:
Who are you, what do you stand for, what drives you? How do you treat others? Are you a person of your word? Can you be trusted? How do you come across – friendly, approachable, aloof, firm but fair?
How do you communicate, what is your preference – formal, structured, agenda led, walk around the floor? How do people interact with you and react to you?
What is your business ethos and how does it translate in practice?
The people you surround yourself with and the manner in which you interact with them speaks volumes. If for instance you are smart enough (and humble enough) to realise that you are not great at everything and surround yourself with people who are ‘better’ than you, you have set the scene for greatness. That is of course if you also create the environment for them to speak their mind and you are open minded enough to listen.
What does success look like for you and your company? Is it just about profit at all costs? What milestones do you measure and reward? Does the manner in which objectives are met really matter and are they taken into account? Are certain behaviours tolerated, just as long as there are results?
Aligning vision with practice
A lofty and noble vision is all well and good but it’s what you do in practice that counts.
Do not underestimate the impact that your individual actions and conduct have in setting the standards and the cultural tone. So ask yourself: Do you want to create an environment in which compromising behaviours are tolerated in the name of profit? Or, do you want to generate an environment that nurtures, develops and engages competence and character, to build great companies that add value to more than just their profit margins?
As featured in WorkLab