A strong culture is considered to exist in which employees respond to stimuli because they are aligned with company values. In contrast, Weak Culture occurs when there is minimal congruence with organizational principles and control must be applied through complex procedures and bureaucracy. People behave because they believe it is the prudent thing to do in places where culture is strong.
First, analyse businesses that are experts in your industry or business sector. What exactly is it that gives them a competitive advantage? Cost? Quality? Tech? What about product and process innovation? What about customer relations? The logistics chain? Talent? Or even a brand? Each of these could be a critical aspect in helping organizations differentiate themselves. There is, however, a far less evident and concrete component that can also be a determining source of competitive advantage. That key is having a powerful and reliable organizational culture; you should be asking questions like these: Do all employees in my institution share the same understanding of our organization’s mission, strategy, and objectives? What are our organization’s core values, and do we all have a consistent understanding of these principles? Is there a sense of belonging in our organization? Is everyone fully engaged and committed? So what would people define about success?
How should we deal with convergence and divergence? In your business, what behaviours are considered morally wrong? How adaptable and innovative are we as a company? When the feelings of every member toward every area of corporate life are added up, your company culture is formed. Culture can manifest itself on the surface as visible symbols, slogans, languages, behaviours, histories and traditions, clothing codes, figures, legends, ceremonies, and events. However, behind these outward manifestations of culture are indeed employee’s core values, beliefs, and shared assumptions, which help establish the organization’s culture.
Do not expect your organization’s culture to be readily transformed by introducing new logos or slogans, modifying the layout of your office space, or telling your staff heroic stories. They may work to some extent, but they are far from adequate for winning the hearts and minds of your staff, as well as the market. What you need is a more in-depth examination and reflection of your people’s collective beliefs and assumptions. Only by understanding these in greater depth will you be able to determine appropriate steps to boost your organization’s culture and effectiveness.
ACT Consulting has been committed to helping businesses discover solutions to various challenges in the organization for over 15 years. ACT Consulting believes that deliberate initiatives are required to build, expand, and sustain an organization.
ACT Consulting International is committed to being your best partner by implementing a precise, quantifiable, and focused transformation on “leadership & people, business, and culture”.