Whether you’re in the private or public sector, culture dictates how well an organization functions.
Neil Kleiman and Alex Shermansong put it perfectly in their piece for Bloomberg:
“It defines the unwritten rules that determine how work gets done.”
When culture isn’t prioritized, a workspace easily turns toxic.
A toxic culture has a direct impact on the output of your organization. And it’s the number one cause for employee turnover.
When it comes to the public sector, the stakes are raised.
Imagine a city accomplishing these without a positive organizational culture:
- Coordinating a public health response to the pandemic
- Combating racist housing policies
- Rebuilding crumbling infrastructure
Culture is the foundation which allows any organization to create lasting impact.
So, how do you meaningfully change organizational culture?
Here are 3 things to consider:
1. Culture is created by all the things you do (and don’t do).
Think about it:
Team leaders can create mission statements and speak platitudes about what they want their culture to be.
But if they don’t practice what they preach…It won’t mean anything.
A positive culture is created through repeated actions. Routines.
Your team needs to do the same thing over and over again for a new culture to take shape.
Building a culture of learning? Lead by example by facilitating great learning experiences.
Building a culture of recognition? Lead by example by consistently recognizing different employees for their work.
2. Shaping company culture is a group conversation.
Culture is a delicate thing that gets crushed the tighter a team leader tries to hold on to it.
Ask your team: What are we known for? What do we want to be known for?
Talk to your team about the type of culture they want to build…
…then help them steer the ship in that direction by creating a structure.
3. There is no quick fix.
Changing culture is a long game.
It takes 2 to 5 years, minimum.
Memories of a toxic organization can last longer than the employees.
Most employees are motivated by the mission and impact of the work they’re doing.
The pieces are all there.
All it requires is demonstrating deliberate routines, focus on purpose, and time.
Want to learn more about how you can change your organization’s culture? Drop me a line here.