A major challenge of talking about something as complex as culture is that we have to be reductive to be succinct. Something as layered, nuanced, and invisible would take ages to accurately convey (if we could even put it into words), but often, we try to distill it into a soundbite. A few key words or phrases that we think make our organization distinct from the average company.
“Keep learning. Explore crazy ideas”
“The Customer is Not Always Right”
“Warrior Spirit; Servant’s Heart, Fun-luving Attitude” (Note: Guys, I just found out these are actually Southwest Airlines’ values and I can’t even)
Although most organizations talk about their cultures as being unique and monolithic (that is, consistent throughout the organization, which is often an unstated assumption underlying the practice of hiring for ‘culture fit’), this is rarely the case.
I’m doing really well at the saddest goal I’ve ever set. This year, after an honest assessment of where my time was going and a realization that I was consistently overcommiting myself, I faced facts and stopped doing some things. Chief among them was that I stopped going for coffee with people just because they asked me to.
Note: This post was my contribution to the crowd-sourced ebook This Time It’s Personnel: Humane Resourced 2. The brainchild of David D’Souza, HR pro, fellow contrarian, and spectacular blogger at 101 Half Connected Things, all proceeds from the sale of this ebook go to charities collectively selected by the many talented and creative authors. I am massively enjoying reading the varied viewpoints it contains, and have had more than a few great ideas while absorbing my fellow authors’ wisdom – I very much recommend it (and it’s less than $5).
HR: Organizational Cheerleader or Agony Aunt?
If an Anthropologist were trying to conduct ethnographic research on the tribe known as ‘HR professionals’, HR blogs would offer a rich source of data. I imagine them hunched over a laptop reading, their notebooks filled with scribbles:
“Members of the tribe seem preoccupied with questions of collective purpose and meaning, resulting in a plurality of contradictory identities.”