{"id":1842,"date":"2016-11-30T00:00:00","date_gmt":"2016-11-29T23:00:00","guid":{"rendered":"https:\/\/wwwneu.strehle.de\/tim\/weblog\/archives\/2016\/11\/30\/1602-2\/"},"modified":"2016-11-30T00:00:00","modified_gmt":"2016-11-29T23:00:00","slug":"1602-2","status":"publish","type":"post","link":"https:\/\/www.strehle.de\/tim\/weblog\/archives\/2016\/11\/30\/1602-2\/","title":{"rendered":"Company culture resources"},"content":{"rendered":"

I\u2019ve been thinking a lot about company culture recently. I believe that there\u2019s enormous potential in reflecting on and improving the culture; you\u2019ve certainly heard the famous saying \u201cculture eats strategy for breakfast\u201d<\/strong> attributed to Peter Drucker<\/a>.<\/p>\n

So, what is<\/em> company culture<\/strong> (or corporate culture)?<\/p>\n

\u201cCulture isn\u2019t about what gets done, it\u2019s about how and why things get done<\/strong>.\u201d \u2013 David Siegel in The Culture Deck<\/a> (read this essay for an in-depth exploration of the topic).<\/p>\n

\u201cCulture is the by-product of consistent behaviour<\/strong>. [\u2026] If you treat customers right, then treating customers right becomes your culture.\u201d \u2013 Jason Fried and David Heinemeier Hansson, Rework<\/a><\/p>\n

\u201cCulture is the willing behaviors and beliefs<\/strong> of a group of people. [\u2026] A CEO or founder has tremendous power regarding culture.\u201d \u2013 Scott Berkun, A Critique of \u201cDon\u2019t Fuck Up The Culture\u201d<\/a><\/p>\n

\u201cCulture consists largely of the stories that people tell each other<\/strong> – like at a campfire.\u201d \u2013 Arne Roock and Fridtjof Detzner, Doing things differently! [PDF]<\/a><\/p>\n

\u201cIn my opinion it\u2019s outright impossible to simply define the culture you desire and then build the company around it. In reality, culture works the other way around. It already exists in the way a company works<\/strong>.\u201d \u2013 Arne Roock, Culture is the True North – Scaling at Jimdo<\/a><\/p>\n

\u201cIt is true that culture happens whether you want it to or not<\/strong>. It is the DNA of the company and is in large part created by the founders \u2013 not by their words so much as their actions. So the very decision to not try to create a corporate culture, or worse, to not have company values, is in fact your choice of what culture will prevail \u2013 and not for the better.\u201d \u2013 Bill Aulet, Culture Eats Strategy For Breakfast<\/a><\/p>\n

\u201cA strong company culture [\u2026] comes from people practicing the spoken and unspoken values<\/strong> of the company, wherever in the world they might be.\u201d \u2013 Jack Jenkins, Staying connected to a company culture remotely<\/a><\/p>\n

(See also Organizational culture<\/a> on Wikipedia.)<\/p>\n

Update (2016-12-23):<\/em> \u201cFix the culture and the product will follow.\u201d \u2013 Libby Maurer, How to Fix Enterprise UX: Find Your 99%<\/a><\/p>\n

Update (2023-01-15):<\/em> \u201cBecause we don\u2019t go into an office now, people think, ‚Oh, my God, our culture is gone.‘ \u2026 Culture is not what happens in an office. Free food and Ping-Pong tables are great, but culture is really how work happens between people<\/strong>.\u201d \u2013\u00a0Melissa Daimler, Author Talks: Don\u2019t skip the \u2018soft stuff\u2019<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"

I\u2019ve been thinking a lot about company culture recently. I believe that there\u2019s enormous potential in reflecting on and improving the culture; you\u2019ve certainly heard the famous saying \u201cculture eats strategy for breakfast\u201d attributed to Peter Drucker. So, what is company culture (or corporate culture)? \u201cCulture isn\u2019t about what gets done, it\u2019s about how and […]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"","ping_status":"","sticky":false,"template":"","format":"standard","meta":{"footnotes":"","_share_on_mastodon":"0"},"categories":[1],"tags":[],"class_list":["post-1842","post","type-post","status-publish","format-standard","hentry","category-weblog"],"share_on_mastodon":{"url":"","error":""},"_links":{"self":[{"href":"https:\/\/www.strehle.de\/tim\/wp-json\/wp\/v2\/posts\/1842","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.strehle.de\/tim\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.strehle.de\/tim\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.strehle.de\/tim\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/www.strehle.de\/tim\/wp-json\/wp\/v2\/comments?post=1842"}],"version-history":[{"count":0,"href":"https:\/\/www.strehle.de\/tim\/wp-json\/wp\/v2\/posts\/1842\/revisions"}],"wp:attachment":[{"href":"https:\/\/www.strehle.de\/tim\/wp-json\/wp\/v2\/media?parent=1842"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.strehle.de\/tim\/wp-json\/wp\/v2\/categories?post=1842"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.strehle.de\/tim\/wp-json\/wp\/v2\/tags?post=1842"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}