The Culture Factor Group takes a well structured approach (including assessments) on the topic of organization culture.

Here are some related perspectives and notes from them:

* Definition of “culture” – “the programming of the human mind by which one group of people distinguishes itself from another group”.  It is always a shared, collective phenomenon, that is learned from your environment.
* Culture consists of various layers – symbols, heroes, rituals and values.

* Organisational Culture tends to be more straightforward and precise to measure than National Culture. This is because, unlike nations, most organisations have clear objectives and requirements.
* While differences between National Cultures are most apparent in the values, differences between organisations within the same nation can most clearly be seen in the practices of the organisations. This is also why Organisational Culture, unlike National Culture, can be changed by changing those practices.
* It is never a good idea to try to apply the culture of another organisation as the optimal culture for yours. Your context is unique, the founders of the organisation are different and the economical landscape is likely to be different.
* When it comes to shaping the culture of an organisation, leadership can play a particularly important role. The leaders are the ones who have the most influence over shaping it – Are they setting the right example? Do their actions align with the organisational values?

Dimensions of Organisation Culture
* Dimension 1: Organisational Effectiveness
* Dimension 2: Customer Orientation
* Dimension 3: Level of Control
* Dimension 4: Focus
* Dimension 5: Approachability
* Dimension 6: Management Philosophy

Source: Organisational Culture, What You Need To Know; The Culture Factor Group

Executive search and leadership consulting firm, Heidrick & Struggles recently came out with an interesting infographic on organization culture.

Selected notes from the infographic:

* Companies with stronger cultures also have stronger financial results.
* Organizations with a high trust culture are 50% more productive, 76% more innovative.
* Strong cultures don’t happen on their own. They’re the result of active cultivation. 70% of change initiatives fail due to cultural resistance.

1. 49% of CEOs found focusing on culture “significantly improved” financial performance. 71% of CEOs view culture as a top-three influencer on financial performance. CEOs and Board of Directors must be visible active culture drivers.
2. Highly aligned companies grow revenue 58% faster. Align on purpose, strategy, structure and culture.
3. Only 13% of employees perceive their leaders to be effective communicators. Equip leaders to deliver a consistent message that explains the “what, why, and how” of the culture journey.
4. Employees will encounter your message 3-5 times before it resonates. (In my personal observation, it’s more). Activate a culture plan that engages people.
5. 92% of highly engaged workers feel listened to in the workplace. Measure progress and adjust (culture dashboard, metrics).

How could you make your organization and team culture stronger?

Source:
Infographic; 5 Ways To Activate Your Culture To Drive Performance; Heidrick & Struggles.