Recently, a client, the head of a department in a prominent organization, approached me in frustration. Despite his best efforts to implement a strategic change project, he was ready to throw in the towel. “I just can’t fight this culture anymore,” he lamented. This sentiment is not uncommon.

The renowned management guru Peter Drucker said “Culture—no matter how defined—is singularly persistent” (Wall Street Journal, March 28, 1991). He emphasized the importance of understanding and leveraging existing corporate culture rather than attempting to change it outright. He argued that effective management should work with the existing cultural elements to implement strategic initiatives, ensuring alignment with the organization’s strengths and values.

Understanding Culture

Kurt Lewin’s iceberg model of culture is a powerful tool for understanding the hidden depths of workplace dynamics. Just like an iceberg, the visible part of culture is only a small fraction of what lies beneath the surface. The visible aspects—behaviors, rituals, and symbols—are supported by underlying values, beliefs, and assumptions.

The deeper, unseen layers of culture are often the most challenging to navigate. These elements have developed over time and are resistant to change. However, understanding these layers is crucial for any leader looking to foster a more adaptable and responsive organizational culture.

Learning from Cultural Melting Pots

Coming from Curaçao, an island known for its rich melting pot of cultures, I’ve had the unique opportunity to experience and navigate diverse cultural landscapes. Moving and working in various cultures around the world has taught me the importance of practicing non-judgment before all else. I’ve seen firsthand how embracing diversity and practicing non-judgment can lead to a richer, more cohesive community. I’ve learned to recognize that my frustrations with other cultures often stem from unmet expectations—expectations that need revisiting and reframing if I want to be a collaborative member of the community.

Approaching workplace culture with an open mind and a nonjudgmental attitude is crucial for leaders attempting to navigate and influence it. As in my personal life, frustrations regarding workplace culture are often rooted in unmet expectations. By revisiting and adjusting these expectations, we, as leaders, can better align our strategies with the existing culture.

Practical Steps

So, how can we as leaders deal with an entrenched culture without attempting to bulldoze through it? Here are some practical steps:

• Observe and Listen. Before making any changes, spend time observing and listening to your team. What are their daily routines? What values and beliefs are expressed in meetings and casual conversations? This will help you understand the existing culture and identify areas of alignment and friction.
• Acknowledge and respect the existing culture. Change can be threatening. Acknowledge the strengths of the current culture and respect the efforts that have built it. This approach fosters trust and reduces resistance.
• Identify cultural ambassadors. Every organization has individuals who naturally embody the desired behaviors and values. Identify and empower these cultural ambassadors to influence their peers and model new behaviors.
• Nudge, don’t shove. Instead of imposing sweeping changes, introduce small, incremental nudges that encourage the desired behavior. For example, if collaboration is your goal, start with informal team-building activities before restructuring teams.
• Communicate clearly and consistently. Clear and consistent communication is key. Share your vision and the reasons behind the changes. Use multiple channels and repeat your message to ensure it permeates through the organization.
• Align processes and rewards. Ensure that your processes and reward systems reinforce the desired behaviors. If innovation is valued, create processes that encourage experimentation and recognize creative contributions.
• Be patient and persistent. Workplace culture adjustment is a marathon, not a sprint. Be patient and persistent. Celebrate small victories and learn from setbacks.

Embracing Non-Judgement and Adjusting Expectations

By understanding and respecting the existing culture while gently nudging towards the desired behaviors, we as leaders can create a more harmonious and productive workplace. Remember, the goal is not to force change but to guide it organically, allowing the organization to evolve naturally.

In conclusion, managing workplace culture is one of the most challenging aspects of leadership. Yet, by employing thoughtful observation, respect, and strategic nudges, we can influence and transform culture in a way that aligns with our strategic goals. Remember, culture is not just what we see on the surface; it’s the hidden depths that truly define an organization. By diving deep and understanding these layers, we can steer our organizations toward lasting success.

Access my free guide, “Navigating Workplace Culture,” here for more in-depth tips.