Culture
We define culture as the way in members of the organization relate to each other, their work, and the outside world that distinguishes them from other organizations.
Organizational culture is the backbone of your success. It determines how your team members:
Relate to each other,
Approach their work, and
Engage with the world outside the organization.
A misaligned culture can hinder progress, while a cohesive, well-aligned culture fosters innovation, collaboration, and resilience. With the right culture, your organization can move from reactive problem-solving to proactive excellence.
Organizational culture, like an onion, is composed of multiple layers that reveal deeper insights as you peel each one away. These layers include symbols, heroes, rituals, values, and practices—each playing a critical role in shaping the cultural identity of your organization. Below, we dive into each layer, explaining how it contributes to building a cohesive and high-performing workplace.
1. SYMBOLS: The Visual Language of Culture
Symbols are the most visible and surface-level elements of organizational culture. They include logos, dress codes, office layouts, slogans, and even the technology tools used within the organization. These artifacts communicate meaning and identity both internally and externally.
Why Symbols Matter:
They act as cultural signposts, helping employees and outsiders quickly understand the organization’s ethos.
Symbols create a sense of belonging and pride among team members when they align with organizational values.
Example: An open-office layout symbolizes transparency and collaboration, while designated offices may reflect hierarchy or formality.
2. HEROES: The People Who Embody the Culture
Heroes are individuals—past or present—who exemplify the values and practices of the organization. They serve as role models and inspire others to emulate their behaviors.
Why Heroes Matter:
Heroes reinforce cultural norms and values through their actions and achievements.
They provide real-life examples of what success looks like within the organization.
Example: A company founder known for their innovative spirit may inspire employees to think creatively and challenge the status quo.
3. RITUALS: The Shared Activities That Binds Teams
Rituals are the shared traditions and practices that bring teams together. These can range from onboarding ceremonies and team lunches to annual awards events and informal social gatherings.
Why Rituals Matter:
They build camaraderie and a sense of community, fostering stronger relationships across teams.
Rituals provide a rhythm to the organizational calendar, creating touchpoints for reflection, celebration, and renewal.
Example: A weekly “all-hands” meeting where employees share updates and successes promotes transparency and collective accountability.
4. VALUES: The Core of Culture
Values are the deeply held beliefs and principles that guide behavior within the organization. Unlike symbols or rituals, values are often intangible but serve as the foundation for decision-making and long-term strategy.
Why Values Matter:
They inform how employees interact with one another, customers, and external stakeholders.
Values serve as a moral compass, ensuring alignment with the organization’s mission and vision.
Example: A company that values sustainability will prioritize eco-friendly practices in operations and partnerships.
5. PRACTICES: Where Culture Comes to Life
Practices are the day-to-day behaviors and routines that operationalize an organization’s values. These include how meetings are conducted, feedback is given, and decisions are made.
Why Practices Matter:
They provide a tangible way for employees to see and feel the culture in action.
Consistent practices ensure that cultural values are not just aspirational but lived out in daily work.
Example: A commitment to employee well-being might translate into flexible work hours, wellness programs, or mental health support initiatives.
