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Culture eats strategy for breakfast. It’s a familiar phrase, but what does it really mean? Organizational culture refers to the shared values, beliefs, attitudes, and behaviors that shape the way an organization operates. Culture can be seen as the “glue” that holds an organization together, providing a sense of identity, purpose, and direction. In contrast, strategy refers to the plans, goals, and objectives that an organization sets in order to achieve success. While strategy is important, it is often culture that determines whether or not those plans will be successful.
One reason why culture is so powerful is that it influences the way people think and act. When there is a strong culture, employees are more likely to be aligned around a common set of goals and values, which can lead to greater collaboration, innovation, and productivity. They are also more likely to be engaged and committed to the success of the organization. In contrast, when there is a weak or negative culture, employees may be disengaged, resentful, or resistant to change, which can undermine even the best-laid plans.
Another reason why culture trumps strategy is that it can be difficult to change. Culture is often deeply ingrained in an organization, reflecting its history, traditions, and leadership. It can be influenced by factors such as communication, rewards and recognition, and organizational structure. However, changing culture requires time, effort, and sustained commitment from leaders at all levels. In contrast, strategy can be revised or updated relatively quickly if necessary.
Despite the challenges of building a strong culture, there are many benefits to doing so. For one, it can create a competitive advantage by attracting and retaining top talent, enhancing customer loyalty, and driving innovation. It can also contribute to a more positive work environment, leading to higher levels of employee satisfaction and wellbeing.
Ultimately, culture and strategy should not be seen as mutually exclusive. Rather, they should be viewed as complementary components of organizational success. While strategy provides direction and focus, culture provides the context within which that strategy can be implemented and sustained. By investing in both, organizations can create a strong foundation for long-term success.
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