Corporate Culture and Personal Identity

I’m not sure when Corporate culture became a thing – it certainly goes back to the eighties; you could spot IBM employees from 100 metres away, the confident swagger, fresh-pressed clothing and overt conversation.

Somewhere along the line ‘we all fall into line’, well, actually, no.

If our corporate culture and management style doesn’t recognize the individual we have neither an enviable culture nor a valid management style. Just because you have a great corporate culture doesn’t mean it’s a place all the people you ‘need’ are going to love it.

I'm still not sure if this was serious?
I’m still unsure if this sign was serious!

I predict the next big movement will be ensuring personal identity is built into and supported by corporate culture.

This will be a ‘thing’ because increasingly companies are realizing they need all manner of personalities and styles to make their company hum and high turnover of staff in any single area is a significant problem. If, however, they can embrace differences in individuals while integrating the corporate culture and company objectives then rewards will follow for everyone.

In the early stages of my own career, I was wooed by employers who thought the best way to retain my services was simply to pay more. The answer to keeping me happy was much more complicated – the mentoring I craved and the engagement I sought with senior management was most of what was required.

I stayed with and worked hardest for those where my identity was strongest – provided the basic culture was aligned with my values in the first place – though mostly I expect those things to go hand in hand (if the ‘outside appearance of the culture of a company doesn’t align with your values, don’t go there).

If you believe in your staff you need to feed them, and when you do, be aware that while some want steak and chips others want flowers or simply someone to listen to them. Almost anything can actually be accommodated with all but the very worst of corporate cultures and/or employees if you just take time to lean in and learn.

Collectively the individual identities in your organization will always be bigger, stronger and more enduring than your corporate culture, just imagine the strength of what that would create if they could all fit together in a dynamic ‘living’ organization.

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