Modern organisations rapidly become complex and a key driver of that complexity is organisational culture. It’s the intangible essence that defines how a company operates, what it values, and how it relates to its employees and customers. At its heart, organisational culture can be understood as the sum of our behaviours within the workplace.
In this article, we explore how the behaviours of individuals and groups within an organisation form the cornerstone of its culture.
The Foundation of Organisational Culture
An organisation is typically a bustling ecosystem, with people from diverse backgrounds, working towards common objectives. The collective behaviours of these individuals, teams, and leaders define the organisation’s culture.
- Leadership Behaviour: Leadership plays a pivotal role in shaping an organisation’s culture. The behaviours of top executives and managers set the tone for the rest of the company. If leaders exemplify transparency, collaboration, and ethical decision-making, these behaviours tend to permeate throughout the organisation.
- Employee Behaviour: The behaviours of employees at all levels contribute significantly to the organisational culture. How they interact with one another, approach their work, and handle challenges can either reinforce or reshape the existing culture.
- Team Dynamics: Team behaviours are microcosms of organisational culture. How teams collaborate, communicate, and solve problems reflects the broader cultural norms. High-performing teams often exhibit behaviours that align with a positive, collaborative culture.
- Organisational Rituals: From the way meetings are conducted to the processes of decision-making, these rituals are manifestations of behaviour that embody the organisation’s cultural norms. For example, a company that encourages open discussion and inclusivity will have meetings that reflect these values.
The Behaviours That Define Organisational Culture
Understanding that organisational culture is built upon behaviours can shed light on the core aspects that shape it:
- Communication: How people communicate, whether openly and transparently or with secrecy and hierarchy, influences the culture. Effective communication fosters trust, collaboration, and shared goals.
- Innovation: The organisation’s approach to change, risk-taking, and innovation is mirrored in the behaviours of its employees. A culture that promotes experimentation and learning from failures will have employees who exhibit these behaviours.
- Work-Life Balance: How an organisation prioritises the well-being of its employees, as reflected in policies and practices, significantly contributes to its culture. A focus on work-life balance encourages behaviours of self-care and stress management.
- Ethical Behaviour: Ethical conduct, or lack thereof, is a defining factor in organisational culture. Behaviours that demonstrate integrity, honesty, and fairness lead to a culture of trust and respect.
- Diversity and Inclusion: Organisations that value diversity exhibit behaviours that promote inclusivity and equity. Such behaviours contribute to a culture that respects and values differences.
Cultivating a Desired Organisational Culture
Recognising that culture is rooted in behaviours empowers organisations to intentionally cultivate the culture they desire. Here are some steps:
- Leadership Role Modelling: Leaders must exemplify the desired behaviours, serving as role models for the rest of the organisation.
- Behavioural Expectations: Clearly define the behaviours that align with the desired culture, and encourage employees to adopt them.
- Feedback and Evaluation: Regularly assess the alignment of behaviours with the desired culture and provide feedback to individuals and teams.
- Training and Development: Invest in programs and initiatives that help employees develop the skills and behaviours necessary to support the desired culture.
Organisational culture is not a mysterious force that magically impacts a workplace; it is the sum of our behaviours. By recognising the pivotal role of behaviours in shaping culture, organisations can actively mould and refine their culture to create an environment that fosters innovation, engagement, and success. Understanding that culture is shaped by what we do, not just what we say, is the key to building a vibrant and thriving organisational culture.