More often than not, corporate culture is appearing on the agenda of organizations. How to capture it, revise it, use it, expand it, change it. Corporate culture of the past emphasized convenience for the organization – treating people as widgets in a factory. Harsh words, perhaps. But the truth of the matter is that most organizations treat creative capital badly. But now that the economy is a concern, attention is being paid to maximizing creative capital. And that means paying attention to your people. Not as lip service. Certainly not as a branding exercise – a sound bite promoting ‘our greatest assets are our people.’ There is no faster way to disengage employees than to make marketing claims that have no basis in reality! The problem with corporate culture is that in order to shift it – it is also likely that your business model will also need an overhaul.
Being at the Copenhagen Business School over the summer was a transformational experience for me. The Danes are serious about corporate culture and I will be designing a course in corporate anthropology for next year. I am back in the classroom at Sheridan starting next week and also gearing up for a tedx talk on corporate culture mid-September. Corporate culture is definitely on the top of my “shift list”. I sometimes define creativity as an act of liberation from habit that brings something new into being. We all are well aware that the old models don’t work – they just don’t provide competitive advantage in tough economic times. So we agree that the shift is necessary – but how? That is always the question.
I’m a big believer in ROWE – results-oriented work environments. Digging through my library for potential sources of inspiration led me to “Change the Culture, Change the Game.” The authors have devised a model of accountability that can be used as a starting point for implementing organizational change. Changing an organization’s culture is both a top-down and a bottom-up process. It involves all the leaders in your organization and should never be left up only to a Human Resources Department. Certainly not in a weekend retreat. How long did it take you to build the culture that no longer works? Its an ‘all hands on deck’ type of effort. Whether you are looking at a slight shift or a corporate overhaul, a need for improved performance or a change in business model – there is some solid information here for use. Too busy to pay attention to corporate culture? Well … survival is optional.