Do you have an Intentional or Unintentional Organizational Culture in your company?

I’ve talked about organizational culture before, but it really is the most significant factor in the success of any company.  As Peter Drucker famously said, “Culture eats Strategy for Breakfast!”

Now, I would offer that culture without a strategy is just a good time, so both are important, but culture ranks as #1.

So, what is the difference between intentional and unintentional cultures?

Definition: Intentional culture refers to the set of values, beliefs, and behaviors that are deliberately cultivated and promoted by leaders.

Characteristics:

• Strategic Development:  Leaders actively work to create, maintain, and reinforce this culture through policies, practices, rituals, and symbols.
• Communication:  Clear communication about the desired culture is emphasized.  This includes mission statements, codes of conduct, and training programs.
• Alignment:  Efforts are made to align the organization’s practices with its stated values and goals.
• Measurement:  Success in cultivating the desired culture is often measured and adjusted based on feedback and outcomes.

For example, an intentional culture is created when a tech company emphasizes innovation and risk-taking through structured brainstorming sessions, innovation labs, and rewards for creative ideas.

Definition: Unintentional culture, on the other hand, arises organically from the interactions and behaviours of members within the organization without deliberate guidance or intervention.

Characteristics:

• Organic Development:  This culture forms naturally over time through the shared experiences, habits and norms of the group.
• Implicit Norms:  The values and behaviors may not be formally documented or explicitly stated but are understood and followed by members.
• Inconsistency:  There can be inconsistencies and contradictions within this culture since it is not intentionally shaped or aligned with specific goals.
• Influence of Informal Leaders:  Informal leaders and influential members can significantly shape this culture through their actions and interactions.

An unintentional culture develops in an environment where employees tend to work late hours because a few senior members do so, even though there is no formal policy requiring it.

Importance

Understanding the difference between intentional and unintentional culture is crucial for leaders and managers because it helps them recognize areas where they can actively shape and influence the culture to align with their vision and objectives.  It also allows them to identify and address any unintentional cultural elements that may be counterproductive or harmful.

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