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What is corporate culture and why is it important?
Our text begins by defining cultures as, “learned patterns of beliefs, values, assumptions, and behavioral norms that manifest themselves at different levels of observability” (Schein, 2017, p. 2). While this appears to be a relatively simple definition, there are numerous factors that contribute to the culture of any group, corporate or otherwise. Language and dialect, rituals, philosophy, group norms, habits of thinking, and many other intricacies are parts of the whole that come together under the large umbrella of culture.
Organizational culture, according to Daniel Denison, is the character of the organization that is created over time by the leaders and the interaction of all members of the organization. These interactions build a system that essentially is the strategy the organization uses as they compete in their marketplace (Denison Consulting, 2011).
The lily pond metaphor that we read in chapter two of our text does an excellent job of outlining why an intentional and strong organizational culture is so important. In this metaphor, the farmer cultivating the pond can absolutely state out loud what his goals and aspirations are for the pond. He can attempt to inspire the pond to grow the way he wants it to with these words as well. Yet, without putting in the work to ensure that his pond will grow the lily pads that he desires, his directions will be a futile effort. He must first focus on making sure the pond is an excellent habitat for his lily pad plants, he must fertilize the plants, and he must ensure that the roots are healthy. It is only as a result of these “behind the scenes” actions that he will achieve the results he desires (Schein, 2017). Similarly, an organization’s culture must be cultivated through the intentional formation of the roots of the organization. This takes time and patience, as well as strong leadership. The metaphor goes on to explain that if the lily pond growth is not satisfactory to the farmer, he can not simply paint the flowers a different color. This does not achieve real change or the actual goal. Rather, he must examine the root cause of the growth failing to meet his goals, and adjust accordingly to ensure the next season produces better growth. Organizational culture is the same in that change takes time and is required in order to achieve a different result than what is currently being produced. Leadership cannot simply declare that they want to see change, they must nurture and inspire change in the organization over time.

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