Instead of a broad focus on organisational culture, we advocate for the focus to be at an individual team level, and here’s why.

Shifting the culture of an organisation is a bit like trying to turn an oil tanker in a cul-de-sac.

In truth, an individual’s experience of an organisation is largely informed by a relatively small number of people; their boss, their immediate colleagues, and people they interact with on a day-to-day basis.

Every business is made up of many, sub-cultures which is why individuals who work in the same organisation can have very different experiences, and views on what it feels like to work there. On that basis, they’d all describe the ‘culture’ differently.

We know that one of the most effective things to do when undertaking change, is to break it down into manageable parts. We call this shrinking the change.

In culture terms, it’s about driving accountability into each team, where it can be most influenced, but also where the benefits will be felt. Irrespective of hierarchical position, every member of the team can play a role in cultivating the climate in the team they are part of, and that can only be a good thing. Everyone aspires to be part of a great team, right?  

By creating each amazing team climate, the cumulative effect is reflected in what is seen as the culture of the organisation.