Ducks in a Row: Harping on Culture
by Miki Saxon
I write a lot abut the importance of culture and now and then someone calls or writes asking why I keep harping on it (BTW, I love when readers call, that’s why there’s a toll-free number in the right-hand column.)
I’m not the only one fixated on the role culture plays in everything from acquiring, motivating and retaining employees to creativity, innovation and overall company success.
- Booz’ strategy + business annual innovation survey focuses on culture, not money to improve results.
Booz & Company’s annual study shows that spending more on R&D won’t drive results. The most crucial factors are strategic alignment and a culture that supports innovation.
- A personal tragedy drove Jay Steinfeld, founder and CEO of Blinds.com, to re-evaluate himself and his values, which caused him to move from a culture of fear and micromanaging to one of trust and delegation.
“My turnover was non-existent. Our turnover is only two percent. We also hire the right people almost every time, because we know that core values are more important than skills. We can teach the skills. Now that we’re all aligned for what the vision is and what’s important to us as humans, we have a culture of resilience and efficient productivity.”
- Lani Hay, founder/CEO of defense contracting company Lanmark Technology, turned over three COOs in the same year she won a prestigious national women’s entrepreneurship award and quadrupled company revenues.
“I don’t want to let anyone in the corporate culture who’s going to disrupt the culture and isn’t a good fit.” … Hay says she’s learned that she needs to listen to a wider array of Lanmark staffers, and make sure she values effective communications and an ability to work well with her team. She’s also paying more attention to cultural fit in hiring.
And for those looking to improve hiring there is no better screening tool than culture.
The biggest complaint I hear is that “culture stuff takes so much time” and I suppose that’s true when culture is applied like paint instead of stain.
Flickr image credit: zedbee
March 4th, 2012 at 11:28 am
@LMT – the corporate culture is identified by Hollywood parties and political donations and expensive publicits. It is not a culture ensconced in treating people with dignity and respect. Paying out retirement, leave, and bonuses to the “little people” is left by the wayside to feed an ego and a need for media coverage. PS – find out what the turnover is and why, especially of the execs that really know what is happening behind closed doors.
March 4th, 2012 at 4:37 pm
Hi Chanel, I’m sorry to disagree with you, but I think your description of corporate culture is a sad generalization; while there are plenty of imperial CEOs and pointy-haired bosses, there are more and more that strive for a better work environment.
I’m not saying that it’s not applicable to plenty of companies, but to state it as a universal truth is a disservice to thousands of CEOs, executives and managers who honestly work to create and enable great cultures for their organizations.
I do agree wholeheartedly with your PS, but it’s easier to evaluate than trying to find out what’s going on in the executive suite. All that is really necessary is to pay attention to the mood and feel of the organization when passing through during an interview sequence. If that isn’t possible, find where the employees hang out, whether real-world or online, and get to know them.
Thanks for stopping by and adding your thoughts!
March 4th, 2012 at 5:40 pm
Miki – My apologies! I was referring to specifically that company’s corporate culture. I have worked for many companies that have been phenomemal! I concur that corporate culture is the most important facet or running a company. It must be based however on a solid foundation of treating people with decency and respect. I think that is true for about 75 percent of companies (small, medium, and large). More research should be done on the one discussed in this article to find out how the people feel about working there. Love your articles though and keep em coming! http://inamerica.blogs.cnn.com/2012/02/21/step-in-the-right-direction-but-not-far-enough-says-female-veteran/
check out the comments…
March 4th, 2012 at 7:46 pm
Chanel, you say, “I was referring to specifically that company’s corporate culture” and I assume you are referring to Lani Hay. I cited that article because she is aware of her culture and learned the hard way to look for good matches.
I read yours and Sanots’ comments about her and I recognize that you may have followed her career more closely than I. However, over the course of the last 30+ years I have known far more men who would be uncomfortable taking orders from a woman than not. I do believe that is changing, but in her world (military-industrial) change is glacial. Maybe I’m being naive, but if the male turnover was high at all levels I doubt the WP would have used her.
BTW, publicists are pretty common for company execs these days if the company doesn’t have good PR inside.
Thanks also for your kind words about my articles. Please let me know if there is any particular topic you would like me to address.