Gather courage and confront the truth about your organization’s culture
By Susan Wachira-Nyika
What is organizational culture, really? As a disclaimer, you won’t find a definition of organizational culture anywhere in this article. If you’re a business school student searching for a textbook explanation, this piece might not be for you. But, if you’re a manager, team leader, or employee at any level—lean in. I deliberately avoid defining organizational culture because too often, leaders view their culture not as it truly is, but as they wish it to be.
The clearest indicators of an organization’s true culture are revealed in what leadership pays attention to and rewards. These actions frequently differ from the values and ideals most organizations proclaim. If an outsider asks one of your employees to describe your company in 10 words, what would they say?
Or what if they were really ‘grilled’ with more specific questions like: Who gets promoted here and why? What behaviors are rewarded? Who fits in, and who doesn’t? Are nonconformists welcomed or pushed out? Are employees rewarded for challenging the status quo, or penalized for it? Does the organization prioritize excellence, or is the mentality “just get it done”? Does management genuinely care about employee well-being, or is the focus solely on tasks and profits?
Would their answers match the aspirational values that the board developed during an offsite retreat or those posted on the company website? Those are ideals, goals to strive for. Often, they don’t align with the values, beliefs, and norms reflected in everyday behaviors and practices.
Awakening to the reality of your culture is crucial. Knowing who you truly are, not just who you aspire to be, provides a foundation for meaningful transformation. Conducting a thoughtful evaluation of your current culture can uncover measurable data about the organization’s real values and beliefs, offering clarity and a starting point for change. This change can be the key to realizing your team’s full potential through innovation, collaboration, and continuous improvement.
You could have an exceptionally innovative idea, the most talented software development team, a generous budget but your project stalls, sputters or even collapses – and you are left wondering what went wrong. In a toxic workplace culture such as that fraught with fear, blame, mistrust, poor communication or poor collaboration, even the best laid plans will fail. High turnover and lackluster productivity are just the beginning. Your company’s reputation and long-term performance will inevitably suffer.
The good news? A negative culture is fixable—but only if leaders first recognize that they are part of the problem. While everyone in the organization contributes to the culture, real change always starts at the top. Leaders set the tone, and the standards they uphold shape the entire team.
As a leader, hold yourself accountable to the same expectations you have for others. For instance, build trust and accountability by openly sharing your own missteps and the lessons learned. Show your team that failure is not a weakness but a stepping stone to growth and innovation.
Remember, culture isn’t defined by beanbag chairs or pizza Fridays. It’s in how decisions are made, how challenges are tackled, and how employees interact every day. This isn’t just about employee happiness—though that’s a welcome outcome. Fixing a broken culture is about survival. It’s the key to attracting top talent, fostering innovation, and staying ahead of the competition.
As you look to make improvements in 2025, keep this in mind: strategies will change, and technologies will evolve, but a strong organizational culture is the foundation on which everything else is built. Invest in it, nurture it, and watch your organization thrive.
Take the bold step today to confront the truth about your culture and if it’s broken, fix it. Your team, your business, and your future depend on it.
This article was first published in the Business Daily Africa