I have frequently heard leaders and managers refer to quote the "Culture eats strategy for breakfast" in their hallway conversations and meetings when things are not going the way they think they should be going. I wonder why?
Why is it that so few leaders set, instill and evolve the culture (and behaviors required) of their organizations as needed and over time? I believe today we need new cultures driven by evolving behaviors such as open mindsets, courage, risk-taking, learning from failure, partnering in new ways, working not only for the bottom line but for social impact in the world at the same time, and more.
Cultures and do determine the outcomes of the company. So it must be done with thoughtfulness and care. Cared for in the same way as we care for our company P & Ls, our portfolios, our products and services and use of new and evolving technologies.
The first email in my in box today was from Ayelet Baron. Ayelet is a Futurist, Speaker and Author who is striving to engage the world in a conversation around bringing back business common sense in a 21st century approach.
As you start your day today, reflect these questions: What type of an organization do you work for? How are you actively leading and stewarding your organization? What type of company do you want to build? Start a conversation on this topic.
Take a moment to read this short perspective by Seth Godin.
From Seth Godin today: The front row culture
"The group files into the theater, buzzing. People hustle to get to the front row, sitting side by side, no empty seats. The event starts on time, the excitement is palpable.
The other group wanders in. The front row is empty and stays that way. There are two or even three empty seats between each individual. The room is sort of dead.
In both cases, the CEO or the guest speaker is going to address the group for an hour. But the two groups couldn't be more different.
The first organization sees possibility, the second sees risk and threat. The first group is eager to explore a new future, the second group misses the distant past.
The truth is this: it's possible to hire for, train for and lead a front-row organization. And if you merely let entropy take over, you're going to end up with the second, lesser, failing organization instead.
Worth saying this as clearly as possible: The culture, the choice of front row or back row, is a choice. It's the result of investment and effort.
Where would you rather work?"