BlogCulture Chat Recap

July 23, 20170

Chris Fields and I have been talking about #culturechat for months and we finally hosted the inaugural one on Twitter on Thursday, July 20th!  As many of you know, I am immersed in organizational culture.  My passion for it and my desire hear others’ stories prompted me to create #culturechat. I am going to highlight some of the most prominent #culturechat questions and tweets accompanied by my comments in this blog post (hint: overall we learned that culture is a more complicated topic than we think).  If you missed us, don’t fret.  This will be monthly thing so follow me on Twitter to stay updated and to join in on the conversation (#culturechat).

Has culture become a cliché? 
Unfortunately, I and most of the chatters believe that culture is becoming a cliche. It’s similar to the multi-generational workplace craze – everyone talked about it, dabbled in it and then moved on to the next shiny object.   However, culture takes persistence to execute and while the sexiness may lure you in, relentless persistence is the secret ingredient to achieve successful results.  Don’t take it on unless you truly understand what it truly entails.




Does culture need to be inclusive to be great?
I love Keith’s response.  Inclusion is just that, it’s about feeling included.  Albeit a simple concept, inclusion is complicated to execute as you have to acknowledge and understand a diverse workforce to be inclusive. That’s not easy. Not to mention that diversity is not limited to race, gender and ethnicity, it also encompasses creating an environment in which all employees can excel. Do you encourage all employees to share new ideas or do you only hear the loudest ones in the room?  Do you understand and acknowledge the accomplishments of all employees, or do you only recognize a chosen few?  Your answers to these questions may be surprising but these basic considerations are imperative in creating and maintaining an inclusive culture.

 What are the benefits of having a great culture?  
There are far too many possibilities to name (see Chris’ tweet) but, if you are focused on improving organizational culture right now, identify your top three culture priorities and relentlessly measure them over and over again. Ignore the factors that are irrelevant.  For example, if retention is not a problem, why focus on it?  Same with safety? Don’t just go with the easy metrics. Think about your business strategy and what’s important and align your analytics accordingly.


So, in a nutshell, culture is a mammoth undertaking that is misunderstood and often exploited by companies (and employees alike) that don’t know the true meaning of it.  I will leave you with this.  If someone asks you what type of culture you work in, it’s okay to say you don’t know or that it’s undefined.  That’s a better response than “beer in the break room.”  A great culture requires a considerable amount of sustained intentional behavior and beer doesn’t even scrape the surface.

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LaTonya Wilkins. All rights reserved.

LaTonya Wilkins. All rights reserved.