Culture in organizations: The power of listening and aligning perceptions
Subscriber Benefit
As a subscriber you can listen to articles at work, in the car, or while you work out. Subscribe Now
In the world of business, the word ‘culture’ is abundant. Leaders discuss it; employees desire it. But amidst all the chatter, what does culture truly entail? At its core, culture represents the values, beliefs, and behaviors that underpin how an organization functions. It’s the unwritten rule book that everyone implicitly understands.
What Does Culture Really Mean?
Ask 10 different employees what culture means, and you might get 10 different answers. Some might point to tangible perks like ping pong tables or flexible work hours. Others might speak of intangibles like trust, collaboration, and mutual respect. However, all would agree on one thing: culture shapes the way work gets done and how people feel about it.
But therein lies a critical challenge. Not every stakeholder in an organization will have the same perspective on culture. A senior leader might equate culture with performance metrics, while an entry-level employee might see it as how they are treated by their colleagues.
The Hallmarks of a Strong Organizational Culture
A powerful organizational culture isn’t about ticking off a checklist of perks or bonuses. Instead, it’s about:
- Alignment: Everyone, from the CEO to the newest recruit, understands the company’s mission and feels connected to it.
- Open Communication: People at all levels feel they can voice their opinions without fear and believe they will be heard.
- Mutual Respect: There is a shared belief that every individual, regardless of their role, brings value.
- Trust: Employees trust that leadership has their best interests at heart, and leaders trust their teams to deliver.
- Adaptability: The organization can pivot in the face of change, with employees who are resilient and agile.
The Evolving Nature of Culture
Over time, an organization’s culture can change. Growth, leadership shifts, market pressures, or even global events can reshape the cultural landscape. So, what do you do when the culture you once loved seems to fade?
- Acknowledge: Recognize that cultures evolve. It’s essential to accept this fact and not be stuck in a past era.
- Engage: Initiate conversations with teams. Understand their concerns, joys, and hopes for the future.
- Realign: Work collectively to redefine what the culture should look like moving forward.
The Controversial Standpoint: “Who cares what everyone else thinks?”
A recent conversation brought to light a perspective that might seem radical to many: “Who cares what everyone else thinks?”. At first glance, this might appear dismissive or even arrogant. But is there a grain of truth hidden within?
It’s true; we can’t please everyone. Trying to do so can be exhausting and even counterproductive. However, this doesn’t mean that we shouldn’t care about others’ opinions. In a collective environment, be it an organization, a department, a team, or even a family, understanding varied perspectives is paramount.
Listening is not just about being polite. It’s about genuinely understanding where another person is coming from. A culture that fosters active listening is one where everyone feels seen, heard, and valued. It’s where misunderstandings are minimized, conflicts are resolved more effectively, and innovation thrives because everyone has a seat at the table.
In Conclusion
Culture is more than just a buzzword. It’s the lifeblood of an organization. While we can’t make everyone happy all the time, we can build a culture where everyone feels their thoughts, feelings, and perceptions matter. And in such an environment, aligned towards common goals, organizations don’t just survive—they thrive.
