With our Shifting Cultures Masterclass around the corner, I’ve been doing some thinking about culture – specifically, the elusive concept of a ‘strong culture’.
Crafting a strong culture can be interpreted as forming a shared social identity, or a culture in which individuals identify highly with one another and the organisation as a whole. There are benefits to this approach; high-identifying employees demonstrate greater abilities in coping with stress, resilience, and performance. Equally, there are also pitfalls – highly-identifying teams can become more susceptible to stress and burnout due to pressure to constantly perform and fear of letting the team down. So, the pursuit of a strong culture is not as straight-forward as it may appear; in fact, there are three major unintended consequences that may emerge in the strongest of cultures:
- Strong cultures hire for culture fit. This focus, though seemingly advantageous, can make it difficult to hire individuals who are different from the prevailing culture, despite their potential as a counterbalancing asset. While personality and culture fit are important, considering them as deciding factors in the recruitment process significantly limits diversity of thought. We then enter the trap of like-minded hiring like-minded, while those that may offer a unique value-adding perspective are neglected or snatched up by competitors.
- In strong cultures, the strongest voices are heard. This is a problem because there is the potential for a significant group to be silenced. Even in cases of fairly homogenised cultures, employees are still subject to familiarity blindness – it is difficult for those immersed within a culture to see a culture. Every employee sees the world through their own biased cultural filters. This can turn dangerous when employees are immersed in and blinded to potentially toxic environments, as there is no way to challenge normative behaviours.
- Finally, and perhaps most importantly, strong cultures are change resistant. Strength implies stability, and as such, is not welcoming to subcultures. An emergent theme in our research is that subcultures are healthy – even essential – players in helping the organisation stay agile. This is because they encourage creative thinking and constructive controversy in regard to how the organisation should interact both internally and with the environment. Moreover, subcultures serve as the spawning grounds for emerging values, keeping the organisation aligned with the needs of customers, society and other stakeholders.
With all this in mind, rather than constantly strengthening and reinforcing culture, I propose that we should be focused on creating a dynamic culture instead.
The key tenets of a dynamic culture include nurturing diverse perspectives, and providing channels for employee voices to be heard. This is not to say that you should throw your values out the window. It’s important to unite your employees under a set of core values – values that are central the organisation’s functioning – in order to reap the benefits of a shared social identity. However, it’s just as important to ensure that these are distinguished from peripheral values – traits that are desirable but not essential to organisation. It is here on the periphery where agility and innovation thrive, allowing people to simultaneously embrace and constructively challenge the dominant culture.
So, if you’re looking to craft a strong culture, you may be better off considering instead how to cultivate a dynamic one. Dynamic cultures adapt to uncertainty and continuous change, fostering diversity of thought and perspective with plenty of room for questioning the norm.
Stay tuned for our upcoming Masterclass, The Agile People Strategy, on 2nd October 2018. For more information, contact firstname.lastname@example.org.