Intelligent Adaptation
Whenever I start work with a new company they often refer to my other clients and say things such as ‘We’d like a culture like Cisco or Red Bull’ or ‘Give us some insights into Atlassian’s or Microsoft’s culture’ and I have empathy for the request.
After all, it’s very easy to look over the fence and see what others have in respect of how culture contributes to sales, profits, engagement, staff retention or attraction and covet it.
Yet, culture isn’t something that can be copied. These organisations - and the many other great ones that I have worked with - have evolved their culture over years and built it upon emotionally intelligent leadership, strong strategic foundations and brand awareness.
They have taken the time to educate their managers such that each people leader has autonomy over the way that they develop their subcultures and its rituals, traits, and language; and they look for intelligent ways to connect these together.
Rather than copy what others do, instead I encourage intelligent adaptation. By that I mean, find out what others are doing. Look everywhere for inspiration and don’t be restricted by your own industry.
For example what are the top 10 engineering, FMCG, retail, technology or pharmaceutical companies doing to engage their staff and then ask yourself the following questions:
Would that work for us?
How will tangibly improve the way we work?
Is it a reflection of our values?
How do we need to adapt it, before we adopt it?
Is it important that we do it now?
Just because it works elsewhere doesn’t mean that it will work for you. There are many failed implementations of Spotify’s Agile model around the world, in organisations that didn’t ask themselves these questions.
Culture can’t be copied, however, intelligently adapting good ideas can be a great way to leverage the experience of others, to enhance the way you work.
