Culture is perishable
"Culture is not something you are -- it's something you do." Daniel Coyle
Daniel Coyle, the author of The Culture Code defines culture as, "a set of living relationships working toward a shared goal. It's not something you are. It's something you do." He focuses on three skills required to form and promote culture. Skill 1 - Build Safety. Skill 2 - Share Vulnerability. Skill 3 - Establish Purpose. The book is enlightening and required reading for all leaders in my professional opinion.
Skills can be learned but they are perishable. In the Army we developed the skills to read a map, terrain associate and operate a lensatic compass and we knew that if we did not practice these skills our ability to land navigate would perish. The same applies to culture.
I've witnessed too many leaders and companies devote quality time developing their culture only to leave it to chance. The unabating demands of a volatile business environment set in and cloud over the importance of building and sustaining culture skills. Leaders become complacent and the organization suffers. Here are some ways to keep these skills sharp.
Talk about culture often. Pause in meetings when you notice something specific to your culture and shine a spotlight on it. A mentor of mine said, "if you want something done right once, you have to say it ten times." Repeating important aspects of safety, vulnerability, and purpose are cues which remind people of their importance.
Examine culture formally, as if you were assembled in a group talking about this object on the center of the table. What is it? Do we have it right? How can we improve it? This type of conversation will bring leaders back to the founding of company culture and the basic elements of its required skills. Create a ritual in your organization where you 'return to culture' periodically and discipline yourself and your leaders to prioritize this type of forum.
Measure it. How do you know people feel safe? How do you know leaders are being vulnerable and fostering shared vulnerability? Do we have the right people on our team aligned with our culture? Ask (and answer) the questions Coyle asks, "Do we share a future? Do we belong? Are we safe?" All this and more can be answered through formal performance appraisals, mentoring, surveys, and sensing sessions with sub-populations in your organization.
There is so much more to this and I'm spring-loaded to share my failures and successes from my decades of leading. Don't let culture sit on a shelf and collect dust. Keep it central to all you do and dedicate time to sharpen its skills. Keep culture alive!
Make it Personal!
Rob
Rob Campbell