Culture versus Strategy

A couple of years ago I came across a quote from Peter Drucker, he said – “Culture eats Strategy for Breakfast”

I recently saw this again and was reminded how much I liked it. I like the principle because it coincides with what Simon Sinek says about Authenticity – The things you say and do you actually believe.

I completely agree with Mr. Drucker too. The most of what a Strategy can do is to work hand in hand with the Culture.

It aligns with what he says about the description for;

What a Country should be

– A group of people with same set of values, same set of beliefs.

What a Community should be

– A group of people with same set of values, same set of beliefs.

What a Company should be

– A group of people with same set of values, same set of beliefs.

Every Country, Community and Company has its own Culture. People of the same culture ARE for all intents and purposes, a group of people with same set of values, same set of beliefs.

Some thoughts to consider making sure your strategy doesn’t get devoured.

 

 

A strategy needs to be Clear and Simple before it can turn into Culture

Take the company Nordstrom for example. One of the things they are popular for is that Nordstrom’s employees deliver great customer experience. Let’s take a page out of their policy manual which surprisingly is very very short.

Now It won’t apply to every company but it makes the point I am trying to make efficiently and exceedingly clear.

 

 

People are Loyal to Culture not to Strategy

Apple products are significantly higher priced than a product of equal specs and value but Apple fans don’t care. They are willing to spend more because they are loyal. They will fight tooth and nail (just check the message boards) for any negative press or comment that anyone says about them.

Some Apple fans call themselves the “Cult of Steve” that’s the kind of loyalty you want to instill in your people.

How to do this? Take your pick – Practice what you Preach, Walk the talk, honesty is the best policy, be authentic, the list goes on. People need to see that you yourself understand and are a living breathing example of the culture or the strategy you’re trying to implement. You can’t enforce attendance efficiency if you’re constantly out or late.

 

 

People who are Loyal will defend your culture and Will be Willing to Make Sacrifices for It.

In the mid 1990’s the fuel price hike caused a lot of airline companies to close. Most made cutbacks and layoffs to survive. Southwest Airlines did not need to do any of this, their own employees volunteered for either shorter work weeks or pay cuts so the company can get through the crisis.

 

They got to this point by cultivating a culture of accountability and teamwork. The real kind.

Their CEO Garry Kelly states – You have to be loyal to them, listen to their concerns and give them pride in working with you and you earn their loyalty.

 

A Culture Can Be Changed.

Yes. It will take a lot of time, effort and perseverance. This is why it’s important to impact the culture, keep your Strategy visible and make sure that you are addressing this within your team.

Addressing it at the root of every single facet of your day to day actions, communications and interactions. Talk about it, keep pushing it, and keep moving on it until it becomes ingrained in your DNA. Until you have dreams about it, until it becomes as natural to everyone as breathing.

2 of my most favorite tenets apply here;

Persistence overcomes resistance and Anything that Gets Talked About the Most, Gets Done.

Let me close with another favorite tenet that I hope emphasizes my level or urgency. – The best time to plant a tree was 20 years ago. The second best time is now.