Culture Is the Way summary

If culture is so critical to success, why do so many organizations and their leaders pay so little attention to it? One reason is that building high-functioning cultures is hard, slow work. 

The thing is, focusing on culture isn’t as exciting as, say, watching sales spike or launching new products. These things show quick, visible results, which makes them more appealing. But culture, which shapes how a company feels and operates, doesn’t show its benefits right away. This lack of instant reward often means leaders put culture on the back burner.

How, then, do you build your organization’s culture? Let’s have a look at five key steps. 

First off, define your culture clearly. The first step is to establish what your culture represents. Create a cultural purpose statement that clearly defines your company’s values and goals. This statement will serve as the guiding principle for all your actions. In successful companies, every employee, from the top down, understands and aligns with this culture. They know what the company stands for and what is expected of them, creating a unified direction for everyone.

In the heart of every thriving organization lies a pulsing core, a central driving force that shapes its very essence and direction. This force is the culture, a tapestry woven from the threads of shared values, beliefs, and practices that bind its people together. It's the silent rhythm that guides the daily dance of activities, the invisible hand that molds the clay of the company's future. And at the helm of this cultural vessel stands a figure of pivotal importance: the Chief Culture Driver.

The role of a Chief Culture Driver transcends titles and hierarchies – it is a mantle that can be donned by anyone, from the CEO to the newest intern. It's a commitment to being the custodian of the company's culture, to nurturing it, and to steering it towards a horizon of excellence. It's about recognizing that culture isn't a static relic of the past but a living, breathing entity that evolves and grows with every decision made, every interaction had, and every goal pursued.

The effectiveness of leaders is a key differentiator in any organization. When two talented teams compete in the same market, the one with more effective leadership usually comes out on top. The success of changing an organization’s culture or making it a more inspiring and high-performing place depends on its leaders. Leadership, in short, is critical.

The potential of an organization can be gauged by observing its leaders. Weak or unhealthy leadership can hinder a vision from being realized. On the other hand, a team with high-performing leaders who trust each other greatly increases the organization's chances of success. Even with excellent products or services, a company’s long-term success is limited if its leadership is insufficient. Leadership changes or a strong focus on leadership development and growth are often necessary for struggling organizations undergoing transitions like mergers.