corporate culture... (cont’d)
especially when differences in style lead to frustration or
communication “noise” between teams and individuals. The
reality is that research shows that when a culture values the
strength of ideas from those who are in some way different,
the organization profits.
It is important for an organization to learn whether there is
a conscious and subconscious commitment to inclusion,
how the diversity mindset shapes the culture, and where
biases, processes, and interactions restrict diversity. In my
coaching sessions, executives often comment on how
frustrating it is to work with people who are “cut from a
different cloth” because it is so much faster to deal with
people who think and act like them, yet my executive clients
recognize that what may feel like speed today could lead to
failure tomorrow.
4
Is there healthy tension between
subcultures?
Although the organization’s values ideally are a
common thread across the business, the reality
is that every team and department has a mini subculture.
The nature of that subculture depends on who is leading it,
the type of work performed, and the internal dynamics. In
addition, there can even be subcultures across age groups
and generations.
For example, a global technology company headquartered
in BC has subcultures within its technology and creative
groups. The technology culture could be described as a
well oiled machine with staff preferring order, plans, and
predictable interactions. In contrast, the creative culture
is like a rainbow. This subculture appreciates wonder,
awe, metaphor, big ideas, and creative brainstorming on
possibilities.
One of the biggest challenges with any organizational
culture is having a sense of unity across teams while also
allowing for productive tension. Does your organization
recognize competing tensions in the business, and are they
viewed as normal and healthy? Is there any value or belief
that trumps tensions as an absolute standard? For example,
“the customer is always right” or “we must be profitable” as a
baseline standard. Are these macro cultural forces productive
or are they