“We need a culture where meetings start on time, communication is clear, and deadlines are consistently met”.
“We want a workplace where team members greet each other with enthusiasm, celebrate successes together, and feel motivated to tackle challenges”.
“We need a culture where professionalism is the standard,”

These requests reflect a common desire among our clients or for that matter many businesses, to foster an atmosphere that motivates and engages employees.

Creating a robust organizational culture is crucial for the success and longevity of any company. Over the years, we’ve had the privilege of consulting for various organizations, ranging from startups to established enterprises. Through these experiences, we’ve gathered invaluable insights into what makes an organizational culture thrive.

We’ve discovered that changing the culture is not only possible but can also be accomplished within a reasonable timeframe.

Key elements to build a strong organizational culture.
• Which Culture best suits our organization?
• What is our present organizational culture, and why has it developed this way?
• What should we Change?
• How can we implement the Change?
• What is the Management’s role and responsibility?

Many people think there is one universally “perfect” culture that every organization should aim for. They believe that if employees could be encouraged to follow this ideal, the organization would develop the culture it needs.
A high-performance culture requires more than a standard set of attributes.

Which Culture best suits our organization.
To figure out the culture your organization needs, start by clearly stating your purpose, goals, and how you plan to achieve them. This involves translating your strategy into specific behaviors and capabilities required for success. The desired culture will then reflect these behaviors, focusing on both employee engagement and specific attributes aligned with your strategy.

Choose the culture that best fits in line with the goals and strategies. A specific or an amalgamation of cultures.
• The Clan Culture (Collaborative)
• Hierarchy (Control)
• Adhocracy (Creative)
• Market (Compete)
• Leadership (Lead)
• Customer First (The King)
• Role or Task based

What is our present organizational culture, and why has it developed this way?
• Assess the current behaviors and norms: Observe how employees interact, communicate, and approach tasks.
• Conduct surveys or interviews: Gather feedback from employees about their perceptions of the organization’s culture.
• Review organizational artifacts: Look at symbols, rituals, and artifacts that reflect the culture.
• Analyse organizational policies and practices: Examine how policies and practices align with stated values and norms.

Understanding the current culture involves examining these aspects to uncover the prevailing norms, values, and behaviors within the organization and understanding the reasons behind them.

What should we Change?
There’s a common belief that identifying effective points of intervention to change employee behavior is challenging due to the multitude of factors and their complex relationships with organizational culture.

However, organizations operate as dynamic systems of behavior, inherently complex but not inscrutable. The elements of organizational context collectively influence outcomes; some reinforce behaviors while others mitigate them, depending on the circumstances.

Organizations are dynamic and complex systems of behavior. Understanding how different factors in the organizational context interact—some reinforcing behaviors, others moderating them—is key to successfully changing culture.

Leaders possess numerous tools and strategies to align employee behavior with the organization’s strategy and bridge the gap between their current and desired culture. These tools include a blend of both tangible and intangible methods that, individually and collectively, influence behaviour. They empower organizations not just to comprehend the factors influencing their existing culture but also to pinpoint necessary adjustments for achieving and maintaining the envisioned culture.”
• Leadership: The behaviors leaders’ model, their communication style in reinforcing desired behaviors, how they manage time and priorities, and their interactions with direct reports (whether they micromanage or lead by principles), as well as the heroes and respected leaders they discuss and admire.
• People and Development: The types of employees recruited and hired, opportunities for meaningful work, career paths and personal growth enabled by the organization, how talent is promoted and retained, coaching provided by supervisors, and the organization’s learning and development programs.
• Performance Management: Key performance indicators used to define and track performance drivers, and policies regarding compensation, benefits, reviews, promotions, rewards, and penalties, including consequences for undesirable behavior (recognizing when to dismiss employees is as crucial as knowing when to promote).
• Informal Interactions: Networks, peer-to-peer interactions, gatherings, and events (whether active communities of interest exist, and if people know whom to contact for organizational knowledge).
• Values: Collective beliefs, ideals, and norms guiding behavior and priorities, especially when facing business dilemmas.

How can we implement the Change?
A few key practices can increase the likelihood that the interventions selected will successfully achieve their intended outcomes.
• Support Change Champions: Identify and empower individuals who already exhibit desired behaviors and are eager to lead others. Train them in change leadership and recognize their efforts.
• Run Pilot Programs: Test interventions with small-scale pilot programs to assess effectiveness before full implementation.

• Effective Communication: Communicate frequently and transparently to make the culture change tangible and meaningful for everyone involved. Provide opportunities for direct interaction with leaders and change champions to build trust and address skepticism. 

• Measure and Adjust: Continuously monitor progress against business goals and behavior changes. Adjust interventions as needed to ensure desired results are achieved.

Management’s role and responsibility
“Successful culture change, akin to any significant initiative, demands a structured change-management approach. Management must be equipped to spearhead the process from goal setting to implementation, inspiring and engaging the broader leadership team, cascading change throughout management tiers, and rallying the entire organization to participate.”

Leadership sets the tone for organizational culture. As a leader, your actions and attitudes serve as a model for your team.
• Consistency: Ensure that your behavior consistently reflects the values and principles you advocate.
• Visibility: Be present and approachable. Leaders who actively engage with their teams foster trust and openness.

A culture of open communication encourages transparency and trust within the organization.
• Regular Feedback: Implement regular feedback mechanisms, such as one-on-one meetings and anonymous surveys, to gauge employee sentiment.
• Open-Door Policy: Encourage employees to voice their ideas, concerns, and feedback without fear of retribution.
Adapt and Evolve

A thriving culture is not static; it evolves with the organization and its people.
• Stay Agile: Be open to change and ready to adapt your cultural practices as the organization grows and the market shifts.
• Continuous Improvement: Regularly assess and refine your cultural initiatives based on feedback and changing needs.

Building and maintaining a strong organizational culture is a continuous journey that requires dedication and intentionality. By defining clear values, leading by example, fostering open communication, empowering employees, recognizing achievements, building community, promoting work-life balance, and staying adaptable, organizations can create a thriving culture that drives success and innovation.

As management consultants, we’ve seen firsthand the transformative power of a strong organizational culture. Companies that invest in their culture not only enhance employee satisfaction and retention but also achieve greater business outcomes. Start today by evaluating your current culture and implementing these strategies to build a more robust and resilient organization.