Organizational Culture Edgar Schein, author on leadership and culture, defines organizational culture as: “A pattern of shared basic assumptions that was learned by a group as it solved its problems of external adaptation and internal integration, that has worked well enough to be considered valid and, therefore, to be taught to new members as the correct way to perceive, think, and feel in relation to those problems.” Culture is a powerful, ongoing force in the nature, character, and performance of your organization. You might consider giving it as much attention as the other major forces that drive success. Culture is one of the core elements of Organizational Effectiveness along with Strategy and Leadership. Want to see what the culture of an organization that is performing below par and which may not be able to make the transition to the next level of performance? Check it out.

The Power of Culture is often revealed in allegories and metaphors. Here are two—one somewhat humorous (the Apes) and one serious from a leading-edge thinker (Willis Harman):

     ► Acculturation of the Apes: A Lesson in Culture

     ► The Power of Culture (Hypnosis)

There are several ways to approach the analysis of your present culture and, to the extent it seems appropriate, to design a process to alter portions that do not align with your present strategy. Among the things to consider are:

A culture assessment (survey):

     ► Inventory for Work Attitude and Motivation (iWAM)

     ► Denison Culture Inventory

     ► Organizational Culture Inventory

The Question: Who's driving the culture issue and on what basis?

• Is it top leadership or have they delegated it to a lower level? (If "yes," do not continue)
• Has top leadership thought through the link between culture and the business strategy? (If "no," do not continue)
• Has top leadership thought through the relationship between leadership and culture? (If "no," do not continue)

For more information about organizational culture, contact Harshman & Associates.