Growing up in the Caribbean I was used to only two types of weather patterns: rainy season and dry season. Where I grew up the average annual temperature was 80 degrees. In the Caribbean, we only paid attention to the thermometer, which served to tell us the temperature at any given time.
I don’t think I even heard about or knew what a thermostat was until I came to the Unite States in the mid-1980s. For most people in the Caribbean, we only need to know what the temperature is so we can dress appropriately. We had no use for a thermostat because few of us had air-conditioning–and certainly no heating–in our homes.
We have been looking at the culture of the organization over the past two weeks. Last week I suggested some ways to improve the culture of your organization. In this final blog on organizational culture, I want to suggest what a healthy leadership team should look like when the culture is good.
Last week we looked at the major role organizational culture plays in the success of the organization. We might have the best vision, mission, and strategy, but if we don’t have a healthy culture, we will struggle and eventually not succeed as the leader of the organization, be it a business or a church.
If the culture in your current organization is unhealthy, or only somewhat healthy, I want to suggest some steps to take that would lead to a healthy organizational culture.
The behavior of the people working in an organization is a reflection of the organization’s culture. Whether an organization is functioning in a healthy or unhealthy manner fundamentally comes down to its culture. By definition, organizational culture is what people in the organization believe and how they behave base on those beliefs.
Organizational culture is a system of shared assumptions, values, and beliefs, which governs how people behave in organizations. These shared values have a strong influence on the people in the organization and dictate how they dress, act, and perform their jobs. (John McLaughlin)