Monday, September 13, 2021


Either organizational culture or societal culture, culture is complex, culture is a collective habit, culture is your brand, culture reinvention is worth the effort.

Culture is how people think or behavior collectively in the organization or society. In a fast-growing company people tend to have similar ideal values to achieve high performance, their attitude manifests in their corporate culture. However, when the business moves to the stage of stability, this corporate culture tends to stay the same over time, there are the pitfalls of culture inertia that get the business stagnated. 

In order to move up to the next level of organizational maturity, the culture needs to be changed as well to adapt to the emerging digital trend. Here are three types of culture provocateur who can help the organization identify DNA of the organization, rejuvenate fresh energy, and lead transformative changes.

Culture inspector:
Corporate culture is created out of the organizational hierarchy, processes, human capital and associated continual development. For many companies that get stuck at the lower level of organizational maturity, often, part of their corporate culture is outdated, and impedes innovation. Culture is invisible; culture assessment is tough. The perception is not absolute but a relative perception of how people see the culture (perception is reality). Any cultural assessment starts on a premise that there is a particular angle on the organization’s culture which is important. There are many different perspectives of culture presented along with diverse ways and means of dealing with it. You will have to identify what are the specific attributes of your organization culture and how they impact corporate performance. When this is done poorly, the real cultures often misaligned with the fancy organizational statements.

When the problem of culture change is raised, the response to the question is always very similar; many different perspectives are presented along with diverse ways and means of dealing with it. An insightful culture inspector can perceive their organizational culture via values, behaviors or underlying assumptions. They look into the mindset - how people think and make decisions; they look up the top of organizational hierarchy - as the culture spirit comes from the top; they look around the corner - as culture is revealed in some significant details; they look into the back office as culture is reflected on how people act when the manager is not around; they look for the customers’ feedback as culture is the corporate attitude on how they treat customers, etc. A comprehensive cultural assessment enables the manager to diagnose the true cultural concerns as well as what could be the prescriptive recipe to fix it, or redesign a culture model for improving the organizational maturity.

Culture synthesizer: A cohesive corporate culture is a blend of core values, belief, myth, that translates to the overall success of any company. Companies, especially well established cultures have a multilayer of cultures or subcultures. You cannot consider culture as one element of the strategy execution unless you can identify the dominant cultures, subcultures, and the layers of those cultures. For decades, practitioners have been trying various ways and means to achieve culture change as organizational culture is extremely difficult to change, Why? What you see in the outer layer of an onion is easier to manage, but the innermost deep-belief core of the onion is much harder to change. To develop a desired high performance corporate culture enhancing the business strategy execution, an interdisciplinary culture synthesizer with strong expertise in both hard and soft science is in demand; help to analyze the core culture or subculture issues, share their vision about the ideal culture; identify the gaps between the as-is state and future state of culture.

In the business reality, there are various subcultures in its different teams, departments, geographical locations, industries, human societies, as the result of the group dynamics. How to integrate various subcultures of the organization to glue up a strong business brand? Not only can culture synthesizers break down those culture pieces, but they are also able to blend things better for getting culture right. After an as-is culture profile is created via an objective assessment; a future profile also needs to be developed and discussed, and then a comprehensive roadmap can be built to nurture the desired culture step-by-step. Informative culture synthesizers with contextual culture understanding of functional dialects and business cultures or subcultures can capture unique insight of the integral culture, channeling the philosophical connection between wholeness and partness for integrating parts into the whole, and eventually lead to cultural change smoothly.

Culture influencer: Every organization exhibits a culture. The departments within the organization have a culture. Anytime people work together for an extended period of time, a culture is formed. Strong, adaptive cultures tend to nurture higher business performers, compared to those with weak or non-adaptive cultures. If culture synthesizer focuses on methodology and management practices of culture change; then culture influencers put emphasis on mentality or psychological perspective of culture shift and amplify leadership influence. An inspirational culture influencer is a change agent who can envision the ideal culture to fit for their business purpose and brand. Corporate culture can be linked to things that people value. Some value innovations, some believe in driving profits, some are people-centric, and so on. Consider looking at culture through the lens of people's interactions with one another in order to read business sentiment clearly and lift the culture spirit effortlessly.

Culture is a soft asset, but also a tough element in leading business success. Culture influencers leaders or professionals have determination, dedication, motivation, passion, to integrate a process of gratitude, inspiration, inclusion, fun, or any number of alternatives, to make a significant influence on leading culture change courageously. They have been an invaluable source of courage, knowledge, keep things simple, encourage a culture of learning, inclusion, innovation, or improvement, deal with cultural conflict and overcome negativity wisely.

Either organizational culture or societal culture, culture is complex, culture is a collective habit, culture is your brand, culture reinvention is worthy of the effort. People can be difficult, by nature or nurture, good leadership skills can be used to develop people within organizations to generate awareness and influences of the culture. In order to move up to the next level of organizational maturity, the culture needs to be changed. In fact, It could be a challenge to change the culture without making major structural changes.


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