But then the company started to take off and you realized you needed more bodies than you had friends. You needed different roles, talents and personalities and now you are wondering, what happened to the culture?
Or maybe your small firm just merged with another. You knew who you each were, but now you are both trying to figure out who you collectively are. Suddenly, unspoken rules and behaviors are in question – what is the right way to behave?
Or perhaps you’re a new leader at an established organization trying to make big changes. It seems impossible and everyone agrees on only one thing: the problem is the culture.
I think it can. Organizational culture is commonly defined as the human behaviors within an organization and the underlying values that keep those behaviors in place. The first step in influencing your organization’s culture is to visualize the behaviors and values you want at the center of the organization. We refer to this artifact as a culture map. A culture map will:
Above: The first XPLANE Culture Map
Over the past few years, we've revisited the map as a company and evolved it together based on who we’ve become and where we’re headed. Our culture map continuously remains a cornerstone to how we get work done, run our business, and treat each other.
I’d love to see and hear about other examples where this is being done well. If not, we can help you diagnose the culture you have, co-create the culture you want, and visualize it.