How to decode Organizational DNA?

In today's fast-paced business world, amidst technological advancements, the significance of company culture cannot be overstated. Beyond the products or services that the company offers,? the invisible glue - organizational DNA - is the power that turns a bunch of people into a successful team.

You may have observed that numerous companies frequently use very similar terms to articulate their culture and values - terms like customer focus, people-first, transparency, innovation, continuous learning, inclusivity, ownership, and the list goes on. Regrettably, in some cases, these expressions have become so ubiquitous and overly common.

So, how could you delve deeper and uncover the real organizational DNA as an outsider?

WHAT IS ORGANIZATIONAL DNA        

Let’s begin by understanding what the organizational DNA is and what it consists of. Organizational DNA refers to the unique combination of values, beliefs, practices, and cultural elements that define an organization's identity and guide its behavior. This blend shapes the identity, culture, and operations, serving as a fundamental building block. It influences decision-making, internal and external engagement, and is like an invisible glue, formed by everyone's past experiences and shaped by company leadership. Everyone feels, experiences, and contributes to it, not necessarily always consciously.

THE CORE ELEMENTS OF ORGANIZATIONAL DNA?        

• Purpose: answers the question “why" the company exists and what positive change or value it aspires to bring to the world.
• Core Values: shared beliefs and norms that guide the behavior and decision-making within the organization.
• Leadership: behavior and actions of leaders that directs the organization toward achieving common goals.
• Communication: the way information is shared, including the openness of communication channels, frequency and transparency.?
• Structure & Rules: organizational design and workflow processes to serve the purpose.

The blend of these elements creates organizational culture, at times intentional and sometimes not, but always adjustable and evolving.?

WAYS TO UNCOVER LAYERS        

ASK POWERFUL QUESTIONS

Be open-minded and seek as many diverse perspectives as you can, so you can paint a comprehensive picture of the organization's culture:?

• Purpose: what is the company's shared purpose and the driving force behind the company's existence?
• Core Values: what fundamental principles shape the organization's daily operations and how do these principles translate into everyday actions?
• Leadership: what is the most recent example of organizational change that has been implemented, and how was it executed?
• Communication Style: how does the company communicate and respond to any crises or challenges (what, why, how, when, who)??
• Structure & Rules: how is the company's organizational structure designed and what are the guiding principles to facilitate workflow and achieve the company's objectives?

While these questions are universal and applicable to everyone, linking them to particular events, market situations, and timelines helps to unfold more information. Being specific reduces the chances of receiving a generic answer, being curious and asking WHY helps to connect the dots.?

BECOME A CUSTOMER

The way a company conducts its business and interacts with customers is a tangible manifestation of its culture. This includes how employees engage with clients, the level of customer service and solutions for non-standard situations provided, the values reflected in business practices, and the overall approach to customer relationships. In essence, the external interactions with customers often mirror the internal values and behaviors ingrained in the company's culture.

CONNECT WITH ALUMNI

Connecting with alumni can be a valuable way to gain insights into a company's culture. Locate and join official alumni networks or groups associated with the company. If possible, inquire directly with the company to be connected with a former employee, especially if you are in the interview process for a specific role or team. This individual could be someone who previously held the same role or was a member of the same team. Be clear about your intentions and the information you're seeking. The company's choice to make a connection or not, speaks a lot about its transparency and openness. As always, it's important to stay critical, recognizing that former employees may have left the company for individual reasons that can vary.?

UTILIZE SOCIAL MEDIA

Platforms such as Glassdoor, Indeed, or others can offer a glimpse into the satisfaction levels of former and current employees, but as with any information, it's wise to approach these insights with a measure of caution. Apart from the reviews, pay strong attention to the company's response to comments, as it mirrors how the company handles criticism, how strong the commitment to address concerns, the choice of language and tone reveals organizational attitude towards current and former employees, as well as job candidates.?

Organizational DNA is the heartbeat that resonates through every facet of operations. Uncovering it demands a creative strategy, effort, and consideration of all aspects while maintaining a critical perspective and understanding that no company is perfect.?

What strategies have you found effective in decoding company culture?