Culture, let’s bring back more meaning to the word
The word “culture” is both my favorite and most despised word. It has become corporate jargon in a game of workplace bullsh!t bingo. It is also used frequently as a euphemism for something else that is far less psychologically digestible. When we hear culture, we have a point of experiential and intellectual reference that is most likely different from others. It is a uniquely individual word that has broad and sometimes intense meaning. Just think about how often we hear about the American culture from both sides of our political aisle. Think they are taking about the same thing? I suspect not. Not a bit.
The definition of culture I prefer is – the pattern of attitudes and actions of a given community. Culture is so many things – what we wear, how we style ourselves (mentally and physically), our artifacts, our traditions (or lack thereof), how we act out our beliefs, etc. Culture is not perks, but perks and how we use them are a part of the culture. Unlimited time off anyone? But, as long as you have your work complete (that’s classic organizational schizophrenia). Culture is not a written set of values – the culture is our attitudes and actions related to those values. Culture is how we make those values come to life through our attitudes and actions. I was once at a work-location where management proudly listed their core values above the entry door. Employees walking through the door threw gum and other items at the values. What did that say about their culture?
I’ve come to strongly believe in the process of a type of organizational talk-therapy where the values are discussed in terms of norms (our normal daily patterns and habits) and then we take people through a facilitated process of re-norming and individual and group accountability to these new norms. These organizational dynamic changes are more powerful when they are included and reinforced as part of the business plan.
My challenge to those who work in the “culture” field – try not using that word for two weeks. Find a more specific, logical and appropriate word that really communicates what you mean. Seriously try it.
Let’s look more at org change by bringing more illumination, perspective, and thoughtfulness to the idea of corporate culture through more meaningful language.