Unravelling the Three Threads of Organisational Culture

If you are experiencing cultural challenges in your business, we’ve found that identifying the root cause can give you the best next steps - or atleast a direction in which to step.

Much like the primary colours red, yellow, and blue can combine to create a spectrum of shades, we've discovered that the challenges within your organisational culture often boil down to three fundamental threads. Using the ‘5 whys’ technique you can often distil the challenges to three areas.

People, Process, and Communication. More specifically people dynamics, operational processes, and communication channels.

I wrote about the 5 whys technique and how it could help uncover the root cause of any issues, recently. You can read the post here.

People: At the core of every organisation are its people. From leadership alignment to team dynamics, the human element plays a pivotal role in shaping culture. Issues such as motivation, skill gaps, and a lack of engagement often trace back to the people thread.

Process: The efficiency and effectiveness of operational processes lay the groundwork for a healthy organisational culture. Bottlenecks, outdated workflows, and a resistance to change can manifest as challenges that hinder the fluidity of the organisational fabric.

Communication: Transparent and effective communication acts as the lifeblood of a thriving culture. When communication channels break down, misinformation can spread, which can lead to an atmosphere of confusion and mistrust.

Initially it might appear that there are numerous reasons for the challenges your team face that are linked to the culture of the organisation.?

Examples we’ve seen:

Customer facing people frustrated with the performance of another team which in turn impacts their workload: Often, though not always, this is linked to communication and process as well as the people in the other team.

Leaders frustrated that they are investing time and resources to reward their people and build a great culture and the people either don't see or appreciate the investment - this can be down to poor communication or positioning.?

Why am I sharing this reflection? Often it can feel overwhelming to begin solving cultural challenges but with this root cause analysis and being able to place all of your cultural issues into one of three buckets, you only need to identify one thread to pull at to begin unravelling the challenges.?

Understanding that these three threads—people, process, and communication—are often the building blocks of cultural challenges is the first step toward transformative leadership.?

By isolating the key element—whether that’s? people dynamics, process efficiency, or communication clarity—leaders can initiate targeted interventions that bring about meaningful and sustainable change.

Here are some ideas to help you get started:?

• People-Centric Approach: If your cultural challenges stem from people dynamics, consider initiatives that foster a sense of purpose, align individual goals with organisational objectives, and invest in professional development. Engaged and motivated teams lay the groundwork for a vibrant culture.
• Process Optimisation: For challenges rooted in operational processes, a strategic approach involves assessing workflows, identifying bottlenecks, and embracing agile methodologies. Streamlining processes and encouraging a culture of continuous improvement enhances efficiency and drives positive change.
• Communication Mastery: Addressing communication challenges requires a focus on transparent channels, active listening, and feedback mechanisms. Ensure that your organisational messaging aligns with your cultural values, fostering an environment where open and honest communication thrives.

By choosing one of these threads as a focal point, leaders can initiate a ripple effect of positive change, unravelling challenges and creating cultural transformation.

If you want to start a conversation with us about your organisational culture and how to begin unravelling your challenges, get in touch.