Defining company culture is easy
2017 is well underway and I’m back from the mountains.
Already I’m a little overwhelmed with how January is shaping up — project planning, budget wrangling, staff reviews and — to top it all off — my first board meeting. I couldn’t feel further from the peaks of Snowdonia right now. I’m probably not the only one that feels like this.
When I first took this role, I asked the whole team to send me one piece of advice. I didn’t know what to expect, but with a little editing what emerged was a manifesto of sorts. Rules of engagement. A sanity checklist. A treatise on maintaining perspective and how to get s**t done:
- Get to know everyone.
- Be approachable, observe and listen a lot.
- Evaluate and form your own opinion.
- Be clear and fair in your communication and decisions.
- Give responsibility and freedom to staff.
- Provide meaningful feedback.
- Take risks when they are necessary.
- Don’t get discouraged by the challenges.
- Keep transmitting passion and motivation.
- Be yourself, follow your instincts.
- Enjoy the adventure.
Without realising it, the team have actually sent me a cultural blueprint for our organisation. No expensive executive coaches or groupthink workshops needed. One question, and a set of simple values for us all to live (and work) by in 2017 and beyond.
I was reminded of something Jason Fried wrote over at Signal v. Noise:
Real cultures are built over time. They’re the result of action, reaction, and truth. They are nuanced, beautiful, and authentic. Real culture is patina.
If you want to understand the culture your organisation has built over time, you could do a lot worse than asking your team one simple question: What advice do you have for me?
