Cultivating a Favourable Organisational Culture

In this article, we outline methods to help you build a positive culture that will propel your organisation forward towards a stronger future.

What is organisational culture?

Culture is the foundation upon which an organisation functions—the invisible framework of principles that dictates its operation.  This framework consists the beliefs, values, and behaviours that are ingrained in every aspect of the company, from the manner in which employees are treated to the communication styles employed.  

The organisation’s leaders, its legacy, and the daily experiences of your workforce all influence this culture. Understanding your current culture is the first and most important step in any process of cultural transformation. By deciphering this, you can capitalise on its strengths and address its weaknesses, creating a thriving environment where your employees can develop their skills.

Schein’s cultural paradigm

Organisational psychologist Edgar Schein provides an insightful perspective for the analysis of business culture. According to his approach, there are two separate but related tiers of culture:

• Espoused values: These are the stated goals and values that are often written down in mission statements or policy documents. In other words, they are the official statements that a group creates to portray its beliefs.
• Assumed values: These are the core, often unwritten values and cultural norms that everyone in the company follows when they make decisions and act in everyday situations. 

Getting these two levels to work together is key to creating a culture that is both authentic and effective. When a company’s stated values are reflected in real actions and decisions, people believe and trust in the organisation. This alignment is the foundation on which a strong organisational culture is built.

Building a positive company culture

Creating a favourable organisational culture is not a one-and-done activity but rather an ongoing effort to create a nurturing environment where employees can grow and thrive. This process requires consistent effort, but several key practices can lay the groundwork for success:

1. Growth mindset vs. learning agility: cultivating a growth mentality 

A fundamental principle for cultivating a culture is fostering a growth mindset. This belief system encourages employees to view skills and abilities not as fixed traits but as capabilities that can be developed through dedicated effort and continuous learning. This fosters a culture where calculated risks are encouraged, mistakes are seen as valuable learning opportunities, and challenges are embraced not as obstacles but as stepping stones for growth. However, a growth mindset must be coupled with learning agility. This refers to the speed and effectiveness with which individuals can acquire and apply new knowledge and skills. Companies that promote both a growth mindset and learning agility enable employees to keep learning and changing, which helps them to stay at the top of their game.

2. Establishing order through norms and protocols

Clarity and predictability are essential for a healthy organisational culture, which can be achieved by establishing clear norms and protocols. This includes defining preferred methods for internal communication and outlining clear decision-making processes. To be effective, these norms should be developed collaboratively, ensuring all voices are heard to foster a sense of ownership. Consistent enforcement of these protocols creates a sense of order and predictability within the organisation, allowing employees to focus their energy on innovation and problem-solving rather than navigating ambiguity.

3. The power of intentional listening

Many leaders underestimate the transformative power of intentional listening. This goes beyond simply hearing words; it involves truly paying attention to both the verbal and nonverbal cues of employees. Leaders who practice intentional listening create a safe space for open communication, fostering a climate of trust and psychological safety within teams. When employees feel their voices are heard and valued, they are more likely to be engaged, creative, and willing to contribute their best work.

4. Leading beyond boundaries

Effective leaders understand the importance of creating a culture where employees feel empowered and valued for their unique contributions. This requires the dismantling of artificial silos that can exist between departments. Leaders who lead beyond boundaries encourage cross-functional collaboration, fostering a sense of shared purpose and collective ownership within the organisation. Empowered employees are more likely to take initiative, contribute innovative ideas, and go the extra mile, ultimately driving organisational success.

5. Building a network for change

A powerful strategy for boosting cultural transformation is the establishment of an active leadership network. This network should be comprised of high-performing employees from across different levels and departments who are passionate about driving positive cultural change. These individuals can serve as role models, providing invaluable feedback on cultural initiatives and spearheading efforts to transform the existing culture.

How do you manage cultural transformation?

Changing the culture of an organisation is not something that can be done overnight. This is a strategic journey that needs to be carefully planned with full commitment. Cultivating a culture that thrives requires a deep understanding of the current landscape. 

Before starting this journey, it is important to take a look at your current culture through surveys, focus groups, and other avenues to gain employee feedback. This self-reflection gives you valuable information about the values, attitudes, and actions that shape your organisation right now.

Once you have assessed the existing culture, the next step is to articulate a vision of the values and behaviours you want to see flourish within your organisation. Once this vision has been planned, strong communication is essential to bring it to life. Make sure all of your employees understand your vision and the “why” behind the change. This way, everyone will understand how it could help them and the organisation as a whole. 

Always keep in mind that creating a new culture is a marathon, not a sprint. Be patient, acknowledge and rejoice in the accomplishments you achieve along the way, and maintain your dedication to the vision you have formulated. By being dedicated in this way, you can successfully change the culture of an organisation and make it a great place to work.

Cultivating a culture for a bright future

Building a culture is an ongoing process of care and growth. By recognising and rewarding desired behaviours, you create a culture that celebrates achievements rooted in your core values. 

Remember, cultivating a culture is an investment in your organisation’s future. It empowers employees, stimulates innovation, and ultimately drives success.

Unlock the full potential of your workforce with our comprehensive leadership development programmes designed to equip you with the tools and strategies to cultivate a culture of excellence within your organisation.