How we get things done, as much as what we actually do, drives performance. Issues of trust, change management, conflict resolution and ownership are all fundamental to how any team performs, and often the manner in which we strive to achieve something can be as significant as the achievement itself…
Consider the two ideas of strategy and culture. Strategy can be viewed as the setting of a direction towards a defined and required outcome. At its simplest, it is merely planning for a particular result so that your company or brand can flourish.
Culture is harder to define. Perhaps we can see as the set of habits that allows a group of people to cooperate by assumption rather than by negotiation. Based on that definition, culture is not what we say, or make policy for, but rather what we do without asking.
A healthy culture allows us to produce something much bigger than the sum of the individuals involved. Look at it this way, if we only see that 2+5+10 = 17, we haven’t really explored the benefit of leverage or scale – teamwork. What we really should be looking for is 2 x 5 x 10 = 100. A profoundly different result, and yet the difference is not of strategy, but of culture.
Culture is the domain that encourages – or obstructs – the velocity of strategy and progress. By addressing where an organization is limiting its velocity, and by establishing a dynamic and supportive culture, you can accelerate the engine that fuels innovation and achievement.
Hence culture, rather than strategy, is the ultimate enabler.
What are you doing in your company to establish or influence culture, and do you invest as much time in that as you do strategy?