"Culture Eats Strategy for Breakfast"

Ever tried to cook up the perfect strategy, only to find that your organisation's culture has devoured it before you even serve the toast? Peter Drucker hit the nail on the head when he said, "Culture eats strategy for breakfast." It's the secret sauce that makes or breaks your plans no matter how well-thought-out they are.

So, what’s a senior manager to do? Here are 3 essential tips to evaluate and understand the culture in your organisation. And you can read it in less time than it takes to brew your morning coffee! ??

1. The Gossip Grapevine Test ??

Forget the official communication channels, if you want to get the real pulse of your organisation's culture tune into the grapevine. What’s being whispered in the break rooms, on Slack channels, or during casual Friday chats? These informal conversations often reveal more about the true culture than any official memo or meeting ever will. If you hear enthusiasm and positivity, you’re on the right track. If it’s all doom and gloom, it might be time for a cultural intervention.

2. The Mirror Test ??

Take a good look in the mirror – not literally, but at your organisation’s leaders and decision-makers. Are they living the values they preach? Culture trickles down from the top, and if senior leaders aren’t walking the talk, you can bet that employees aren’t buying into it either. Evaluate whether your leadership embodies the organisation's values and sets the right example. Actions speak louder than words!

3. The Pancake Stack Test ??

Think of your culture like a stack of pancakes. Is it a towering stack of fluffy, delicious goodness, or is it flat and unappetizing? To evaluate this, look at employee engagement and satisfaction surveys, turnover rates, and even the number of smiles in the office (or on Zoom calls). Happy employees are the syrup that holds the stack together, creating a cohesive and delightful culture.

Bonus Tip: Ask the Tough Questions ?

Dive deeper by asking employees about their experiences and feelings. Questions like, “What’s the best thing about working here?” and “What would you change if you could?” can provide invaluable insights. Sometimes the most profound truths come from the simplest questions.

Conclusion

In the end, remember that no matter how brilliant your strategy, if your culture isn't up to par, it will always end up as a mere side dish. Embrace the wisdom of Peter Drucker and make sure your organisational culture is not just part of the meal, but the main course. Bon appétit! ???

Feel free to share your own tips or stories about organisational culture in the comments below. Let's keep the conversation going and ensure that our strategies aren't just served but savoured!

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