Organizational Cultures

company-culture-killers-300x285What is an organizational culture?

By nature, a culture is supposed to be driven by a community and should be progressive. Now an organization’s culture should be able to do just that; and so the essential aspects are – leaders with their vision and goals; whether team-members are clear and aligned to them; and what is done about developing knowledge, skills and attitudes (KSA).

This phenomena of an organizational culture is as difficult as simple it is to express it. Why? No prizes for guessing as a human mind continues to be the most complicated scheme of things!

In my over 11 years of experience with Organizational Development, Talent Management and Learning & Development, I have come across so many different kinds of organizational cultures that I felt it’s time to reflect and share my experiences.

“Without reflection, we go blindly on our way, creating more unintended consequences, and failing to achieve anything useful.” – Margaret Wheatley

So while the table below reflects my overall experiences but this study too by Gallup has been useful – click here to read.


The table above is more about established organizations with at least 1000 employees at one location and does not echo a culture of a start-up. Next post will be about culture at a start-up!

It is really a delight to work with a culture like that of Org A because of the strong and able leadership which is sure of itself while it stays democratic. Learning and executing runs in the veins of the team-members; and cut- throat competition and gossips related to compensation and incentive schemes are alien stuff there!

Would like to know more from you about your organization and whether you would like to change anything about it.

Do leave a comment or drop me a mail at



Cheerless Hands at Work!

Cheerless Hands at Work!

The deadline has been met, the follow-ups are being done, the file has been submitted but still you, the boss, senses that the work is sloppy. There’s lack of energy, improper/age-old updates, not enough insights to name a few; no cheer in the work done.

What do you do now?
A – Ignore
B – Reprimand
C – Wait for the next review
D – Are you looking for an option that says, ‘it depends’?
(I have rarely seen a well-constructed mentorship program, so skipping that here!)

These four options are primarily damaging behaviors at work.
Let’s consider an example – India is cricket crazy and more so about Sachin Tendulkar (if only he could continue) but there was a time in his career when he had sloppy hands at cricket. This was the time when he was the captain of the Indian cricket team. It took a few matches to realize this and to put him back to his original role of individual contributor.

We all realize deep down that not everybody can do everything, we can’t do everything, at least not flawlessly. Just that, if we still need to (and we still may fail), we must go through a well designed learning intervention. An intervention that converts cheerless hands to cheerful ones in this new financial year.

What’s a well designed learning intervention now?

More on this in up-coming posts; meanwhile, suggest reading – Beware the Busy Manager by Harvard Business Review.