# Culture Is the Way by Matt Mayberry - Blinkist

What’s in it for me? Uncover key insights into creating a culture of success.

Survey after survey shows that only around 20 percent of employees are truly engaged at work. Most workers, in other words, are simply going through the motions. They feel disconnected and even resentful. That’s not only affecting their wellbeing – it’s also undermining the companies they work for. So, what’s gone wrong? 

The short answer is this: organizations have failed to foster cultures of success. Employees today want more than a paycheck – they now also seek workplaces that align with their values and aspirations. Organizations that can provide are well-placed to attract and retain talent. But that requires building cultures capable of attracting the brightest and best. 

This Blink is an essential guide for leaders looking to do just that. It’s not just about improving business performance – it’s about shaping an organizational identity where culture is at the forefront, inspiring both employees and leaders alike.

Culture shapes every organization

Organizational culture is the hidden recipe behind a company’s success. Think of it as the DNA of a business – not always seen, but it’s what makes a company unique. Just like our DNA shapes who we are, the culture of a company shapes how it operates and succeeds.

Culture in a business is all about the shared beliefs and values that everyone works with, often without even realizing it. It’s the personality of the company – and affects everything from the big picture to the daily details. You can see the results of a good culture in things like the company’s profits, how happy the employees are, and how well they’re doing in the market.

The best companies excel at building a strong, positive culture. They pay attention to their main goals, how they do things every day, and how they affect both their own people and the outside world. It’s not just about what the boss says – it's about what everyone in the company believes and does, day in and day out.

Now, here’s the interesting part: just as we can change our health by eating right, exercising, and keeping stress low, a company can change its culture too. This isn’t about quick fixes – it's about deep, meaningful changes that touch every part of the business.

Culture is a company’s lifeline, as crucial as oxygen is to us. Whether a company’s culture is excellent or subpar, its future depends on how much work goes into making it better.

At the end of the day, every company has a culture, whether they've planned it or not. It’s not only about companies that talk a lot about their culture or those who really live by it. Even companies that don’t focus on culture at all and have unhappy workplaces – they also have a culture, albeit one that’s more or less toxic. Companies can let their culture form on its own, or they can shape it carefully, just like they plan their sales and business strategies.

The performance of a company right now reflects its culture. If a company wants to do better, it needs to focus on improving its culture with a lot of energy and commitment.

So – what’s the takeaway here? Simple: for any leader or manager, understanding and shaping the culture of your organization is key. It’s about building a strong, healthy environment where everyone can do their best, just like taking care of our health to live a better life.

Changing culture is hard but essential

If culture is so critical to success, why do so many organizations and their leaders pay so little attention to it? One reason is that building high-functioning cultures is hard, slow work. 

The thing is, focusing on culture isn’t as exciting as, say, watching sales spike or launching new products. These things show quick, visible results, which makes them more appealing. But culture, which shapes how a company feels and operates, doesn’t show its benefits right away. This lack of instant reward often means leaders put culture on the back burner.

Yet, this reluctance to focus on culture actually highlights its importance. It’s the same for organizations as it is for individuals: the more we avoid something essential, the more important it probably is. It’s like a hidden key to growth that we’re often afraid to use.

So, how can leaders do better at prioritizing culture? Let’s start with three guidelines. 

First off, value culture properly. Leaders often don’t realize how big a deal culture is. They might think it’s just another item on their to-do list. But the truth is that culture is the foundation of everything a company does – and underestimating it can lead to problems.

Next up is to focus on keeping a balance. It’s easy to get caught up in launching lots of new projects or policies. But the more you add, the less you can focus on each thing, including culture. For every new thing you start, think about what you can stop doing. This keeps you from being overwhelmed and helps keep culture in the spotlight.

Finally, be clear about what matters. Often, leaders struggle because they're not clear about their goals and priorities. You can’t just have a rough idea – you need a clear, detailed plan. Knowing exactly what your company stands for and where it's going makes it easier to make decisions that support a strong culture.

In short, while culture might not seem as flashy as other parts of your business, it’s actually a super important element that needs attention and care. Leaders who understand this and learn how to put culture at the heart of their strategy can really help their companies thrive.

Effective leaders embody the changes they wish to see in their organizations

How, then, do you build your organization’s culture? Let’s have a look at five key steps. 

First off, define your culture clearly. The first step is to establish what your culture represents. Create a cultural purpose statement that clearly defines your company’s values and goals. This statement will serve as the guiding principle for all your actions. In successful companies, every employee, from the top down, understands and aligns with this culture. They know what the company stands for and what is expected of them, creating a unified direction for everyone.

The next step focuses on collaborative discovery and inspiration. This is about involving everyone in the company to shape the culture. It’s not just the job of the top leaders – all employees, including middle managers and frontline staff, should have a say. This can be done through workshops, meetings, or surveys where everyone contributes their ideas and feedback. This inclusive approach ensures that the culture reflects the collective vision of the entire workforce, fostering a sense of ownership and commitment across all levels.

Step three is about embedding this culture. Defining a culture is just the start. The real challenge is making sure that it’s visible and practiced in every aspect of the organization. This means integrating cultural values into daily operations, from decision-making to customer interactions. It’s important that the culture is not just a set of rules on paper but a lived experience. Leaders must ensure that the culture is cascaded through all departments, influencing behavior and processes.

The fourth step is to ensure long-term impact. A sustainable culture is one that endures and evolves with the company. This step is about moving beyond the initial excitement and embedding the culture deeply into the organization’s DNA. It involves creating systems and policies that support the culture, and continually reinforcing its values through ongoing training, performance evaluations, and company events. The goal is to make the culture self-sustaining, where it drives innovation and long-term success.

The final and perhaps most critical step is the role of leadership. Leaders must be the role models of the culture they wish to establish. Their actions, decisions, and communication set the tone for the rest of the company. They need to consistently demonstrate the cultural values in their behavior and hold others accountable to do the same. This commitment from the top ensures that the culture is not just a concept but a living, breathing part of the organization.

Remember, if you’re a leader, it’s your job to lead the charge. By being a strong example and really living out the culture you want to see, you can create a vibrant and effective environment in your company. This makes sure that the culture is more than just words – it's a part of how your company works every day.

Embracing the role of a Chief Culture Driver

In the heart of every thriving organization lies a pulsing core, a central driving force that shapes its very essence and direction. This force is the culture, a tapestry woven from the threads of shared values, beliefs, and practices that bind its people together. It's the silent rhythm that guides the daily dance of activities, the invisible hand that molds the clay of the company's future. And at the helm of this cultural vessel stands a figure of pivotal importance: the Chief Culture Driver.

The role of a Chief Culture Driver transcends titles and hierarchies – it is a mantle that can be donned by anyone, from the CEO to the newest intern. It's a commitment to being the custodian of the company's culture, to nurturing it, and to steering it towards a horizon of excellence. It's about recognizing that culture isn't a static relic of the past but a living, breathing entity that evolves and grows with every decision made, every interaction had, and every goal pursued.

Consider the story of Terry Brick, a leader nearing the twilight of his career, who chose to embrace the role of a Chief Culture Driver. His journey wasn't about radical changes or sweeping reforms – it was about small, consistent steps that gradually built a culture of success. Under his stewardship, his company saw remarkable growth, not just in profits but in the spirit and satisfaction of its people. Terry's experience teaches us a valuable lesson: it's never too late to influence culture. Whether you're at the beginning of your career or nearing its end, the opportunity to shape a positive, empowering work environment is always within reach.

So, how can you, regardless of your position, become a catalyst for cultural transformation within your organization? The answer lies in understanding the power of everyday actions. It's about aligning your tasks with the broader vision of the company, about infusing your work with meaning that resonates with the collective aspirations of your colleagues. It's about fostering an environment where psychological safety isn't just a buzzword but a tangible reality, where each individual feels valued, heard, and motivated to contribute their best.

The journey of a Chief Culture Driver is akin to that of a gardener tending to a garden. It requires patience, care, and a deep understanding of the ecosystem you're cultivating. Just as a gardener knows that the quality of the soil is as crucial as the seeds planted, a Chief Culture Driver recognizes that the bedrock of any successful culture is its people. By nurturing their growth, by celebrating their diversity, and by creating a space where they can thrive, you're not just building a better organization; you're contributing to a better world.

In embracing this role, you'll find that the path to victory isn't just about crossing the finish line first – it's about the journey taken, the lives touched, and the legacy left behind. It's about understanding that winning is more than a trophy or a bottom line – it's about the transformation we undergo and the impact we have on those around us. As you step into the shoes of a Chief Culture Driver, remember that your actions today will echo in the annals of your organization's history, shaping its culture for years to come. So take the wheel, set your course, and drive your culture towards a future of boundless potential and shared success.

An organization’s success depends on its leaders.

The effectiveness of leaders is a key differentiator in any organization. When two talented teams compete in the same market, the one with more effective leadership usually comes out on top. The success of changing an organization’s culture or making it a more inspiring and high-performing place depends on its leaders. Leadership, in short, is critical.

The potential of an organization can be gauged by observing its leaders. Weak or unhealthy leadership can hinder a vision from being realized. On the other hand, a team with high-performing leaders who trust each other greatly increases the organization's chances of success. Even with excellent products or services, a company’s long-term success is limited if its leadership is insufficient. Leadership changes or a strong focus on leadership development and growth are often necessary for struggling organizations undergoing transitions like mergers.

The performance and cultural excellence of an organization are directly linked to the competency and effectiveness of its leaders. When working with companies, focusing on the leadership team is crucial, as their influence can either make or break the company. A single leader’s ego and lack of commitment can derail cultural change efforts. Therefore, aligning all leaders and enhancing their effectiveness is imperative for any cultural improvement or change initiative.

Leadership is about having a positive impact on others, not just holding a title. It involves setting an example and influencing others positively, regardless of one’s official position. Leadership is indispensable and carries a significant responsibility, as the well-being and livelihoods of employees depend on it. Recognition and acknowledgment from leaders can significantly impact employees' lives.

No amount of planning or strategy can compensate for poor leadership. Companies should devote as much effort to developing leaders as they do to strategy and finances. The aim should be to create a “leadership factory” where every employee, regardless of title, feels empowered to lead and make a difference.

Final summary

Culture comprises shared beliefs and values, influencing everything from overall strategy to daily activities. Effective leaders play a crucial role in developing and embodying positive culture, essential for employee satisfaction, market performance, and profitability. Cultural change, while challenging and often overlooked, is vital and requires clear definition, collaborative development, consistent practice, and commitment from all levels. Leadership quality directly affects an organization's potential, with effective leaders being key to fostering and sustaining a successful culture.