New Thought Leadership
Our Digital Transformation Thought Leadership: ‘Thinking transformative, and embracing digital’ is out now.
View
Close icon

Who even cares about culture?

Robin Ridgley

One of the issues we all face in managing complex change and transformation is affecting changes in culture.

Culture is one of the most complex and important concepts for any organisation. It’s the basic essence of who you are, it’s the deeper level of the basic assumptions and beliefs that are shared by colleagues.

Culture operates unconsciously. In many organisations, culture is ‘taken for granted’.  

Culture can be deliberate or organic. Either way, all organisations have a culture. As a leader you are involved in the culture of your organisation whether you choose to be or not so the question you need to ask yourself is are you comfortable with the way things are or do you need to do something about it.  

So as the title says – Why should you even care?

I wish I had the ability to shout at you through the screen and answer the question.

BECAUSE YOUR PEOPLE WANT YOU TO CARE!

An organisation is made up of one of the most complex operating systems ever created Human Beings.

At work we aren’t just our jobs; we are all the hopes, fears, dreams, aspirations, challenges, and experiences that we all have as humans. 

Everyone has a part to play in the culture of an organisation, it is not just something that is done to them, as colleagues we are invested in the culture every day.

We spend a lot of our waking life at work, so it seems reasonable that colleagues want a sense of engagement and purpose with what they do for a living.

According to a report on Global Leadership purpose-driven companies experience the following benefits for being actively and authentically engaged in leading a positive culture.

  • 12% higher engagement levels than non-purpose driven ones.
  • 14% of colleagues are more likely to stay and the overall culture tends to be more positive.
  • Purpose-driven companies outperform the rest of the market by a huge 42%.

So, at the very least, instilling a sense of purpose and caring about your culture in your organisation must be an approach worth considering right?  (Don’t make me shout at you again!)

Finally.

A great culture isn’t always that easy to find. The more you make the effort to see a human being first, before the organisation the easier it is to create the stories that are truly engage and inspire your colleagues.

That is why you should care about organisational culture in your organisation.

Blog Post Image

Latest blog posts

See all blog posts

Lessons from Consortium working

An introduction to my experience At the beginning of this year, I started a new project working with a new client and taking on a new role for a large transformation programme. I have worked alongside other consultancies on previous programmes in the past, but this was a first for me, working within a partnership from the offset.

Chloe Lewis

Why Process Excellence is key for a successful ERP Implementation

I have been reflecting on my experiences working on ERP implementation/upgrade programmes whilst also listening and hearing to what others have to say. I think back to these projects and notice everyone was working hectically towards the programme ‘Go – Live’ and were under the impression that once they achieved this Go - Live then we have successfully implemented a new ERP System and our job is complete. I think many people can agree with me that a Go – Live date is just the start of the journey.  We have got to think about the people, culture, education, efficiency in processes and where can we reduce ‘waste’.

Bhavisha Kataria

Being part of the conversations that need our attention – It’s a Penalty

It is not uncommon for us as humans to shy away from some discussions. It might be too difficult, make us uncomfortable or make us feel as if there is nothing we can do to make a difference. However, sometimes that is all we need to do to encourage change; have the conversation.  

Tess Fyson