What is your company’s culture? If you are honest with yourself, it’s probably a mixed bag. Some aspects are great. Those are probably the reasons that caused you to join the company in the first place and are the reasons why you stay. Some of the other cultural aspects aren’t so great. That’s normal.

The question is, what can you do about it?

Or even more importantly, what will you do about it? For most, the answer is nothing, but that is the wrong answer.

Most people talk about culture using very static, descriptive terms. People see themselves as either benefactors or victims of this static culture.  

The truth is that culture isn’t rigid at all. Like soft clay, it is shapeable. Just because it hasn’t changed, doesn’t mean it can’t change. Just because it’s hard to change a culture doesn’t mean it isn’t possible.

Where does culture come from? That’s an easy one: Leaders.

Leaders are the ones that create, perpetuate, or change a culture. Which leaders? Well, that’s entirely up to you.

Most leaders see themselves as actors, working within the confines of the established culture. They make the best of things and navigate accordingly. They don’t see themselves as creators or cultivators of the culture. The main reason for this is the perceived lack of power. Perhaps their title isn’t fancy enough. Perhaps they only run a portion of the business unit or function, but not the entire org. These are excuses and nothing more. I’ll explain.

I’ve already stated that culture isn’t static. It also isn’t monolithic. As in, there isn’t really “one” culture in an organization. Companies that are large enough have lots of subcultures. These subcultures roughly align to the overall dominant culture, but they are individually more malleable than you think. That’s where you come in.

Do you feel like there are aspects of your company or department culture that should improve? Great. Start right at home in your circle of immediate influence. You don’t need permission. Leaders lead. It’s what they are supposed to do. Don’t worry. If you get off course, someone will be around to set you straight. But that shouldn’t stop you from leading and following your convictions.

Who am I writing this to?

Someone. Perhaps, not you. But someone reading this needs a gentle push in the right direction. This was it. Do what you need to do. Your team needs you to. Your culture will improve as a result. Go lead.

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