Marvin Bower, legendary leader of McKinsey and Company, gets the credit for the best working definition of culture. Bower called it: “The way we do things around here.”
Some companies have legendary cultures. Today, Zappos is the big culture hero these days. Its culture is based on ten core values, including “deliver ‘wow’ through service.”
There are other companies that have been legendary for great, profit-building cultures. Think Nordstrom’s. Think Ritz-Carlton.
Not all culture is good, though. The business press is full of articles that use words like “dysfunctional” and “toxic” to describe the culture at General Motors.
Culture can be a force for good or evil. And it’s not just companies that have cultures. Every team and every work group has its own culture. The culture is based on a few core values.
That’s where you come in. If you’re the boss, part of your job is to do everything you can to make culture your friend and not your opponent. Here’s what to do.
Know your values. If you don’t know what your values are, don’t be surprised if your team members don’t, either. Take the time to boil your values down to two or three things that you expect. Think of them as your management “elevator speech.”
Share your values. Tell people what’s important. Tell them what you expect.
Set the example. Walk your talk. Your team members will act the way you act, no matter what you say.
Keep sharing your values. Once is not enough. Use every encounter to convey the message. Share your values and expectations even after you’re sick of saying them.
Praise behavior that matches your values. Praise is a power training tool. Use it to help people continue to do the right things.
Correct behavior that doesn’t match. Great managers are good coaches.
Establishing and maintaining a strong culture is work that never ends. It’s also work that pays big dividends.
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