Culture: A Privilege or a Skill?
Have you ever wondered why some organizations thrive on innovation and employee engagement, while others seem stifled by their own structures? The answer often lies in how they perceive and cultivate purpose-driven skills within their teams.
The Privilege vs. Skill Dichotomy
In traditional hierarchical companies, there’s a prevailing notion that delving into culture, insight, and purpose is a privilege reserved for those who’ve climbed the corporate ladder. This perspective implies that leadership equates to an innate ability to navigate these abstract domains, simply by virtue of rank or tenure. However, this assumption can lead to several pitfalls:
• Limited Perspectives: Relying solely on senior leaders for cultural and purpose-driven initiatives can result in a narrow viewpoint, missing out on insights from various organizational levels.
• Employee Disengagement: When only a select few are involved in shaping the company’s culture and purpose, it can alienate other employees, leading to decreased motivation and engagement.
The Holistic Approach of Flat Organizations
Conversely, flatter organizations recognize that understanding and fostering culture, insight, and purpose are skills that can—and should—be developed across all levels. This inclusive approach offers numerous advantages:
• Empowered Teams: By distributing the responsibility of cultural development, employees feel a stronger connection to the organization’s mission, enhancing commitment and productivity.
• More Insights: Encouraging contributions from various roles ensures a richer tapestry of ideas, fostering innovation and adaptability.
• Agility: With a shared understanding of purpose, teams can swiftly align their actions with organizational goals, responding more effectively to market changes.
Insights from My Journey
Throughout my career, I’ve collaborated with organizations that embody these principles:
• Tapestry Inc. (Coach): In our work on brand strategy and cultural insights, we emphasized the importance of every team member understanding and contributing to the brand’s cultural narrative. This collective effort led to more authentic and resonant branding initiatives.
• Mattress Factory Museum of Contemporary Art: Developing their brand identity was a collaborative endeavor, tapping into insights from all organizational levels to authentically represent their unique culture.
Lessons from Industry Leaders
Other forward-thinking companies have also embraced this approach:
• Valve: This gaming company operates without traditional managers, allowing employees to choose projects aligning with their passions. This autonomy has fostered a culture of innovation and accountability.
• Zappos: By implementing Holacracy, Zappos distributed decision-making authority, enabling employees at all levels to take ownership of the company’s culture and customer experience.
Cultivating Purpose-Driven Skills in Your Organization
To embed a culture where purpose-driven skills flourish:
1. Invest in Training: Offer programs that develop cultural competence, empathy, and strategic thinking across all roles.
2. Foster Open Dialogue: Create platforms where employees can share insights and ideas related to the company’s mission and values.
3. Recognize and Reward: Acknowledge contributions to cultural initiatives, regardless of an employee’s position, to reinforce the value of diverse input.
4. Lead by Example: Encourage leaders to model behaviors that promote inclusivity in cultural and purpose-driven discussions.
By shifting the perception from privilege to skill, organizations can unlock the full potential of their teams, leading to enriched cultures and sustained success.
I invite you to reflect on your organization’s approach: How do you perceive and cultivate purpose-driven skills within your teams?