Organizational Culture: Leaning on Strength

Just over a year ago, the retail world, along with most of the globe, was hit hard with closures, unemployment, and uncertain futures. Throughout the constant disruptions, and along with providing clients direction in omnichannel and enhanced customer service capabilities, Parker Avery’s advice was simple: a strong foundation requires a keen focus on business fundamentals.

Regardless of a company’s size or history, much of this comes down to organizational culture. Questions such as, “What does the team believe in?” “What is important?” and “What is simply understood as a fact about the company?” These answers underpin a company’s organizational culture and go far beyond what is on the website, updated on the DE&I policy, or posted on LinkedIn.

Culture adjectives can be very positive: supportive, collaborative, teamwork, resilient. They can also be quite negative: defensive, lack of accountability, hostile, siloed, non-communicative. However organizational culture is clearest from a company’s actions. It is evident by how a company handles success as well as failure. Culture is also demonstrated by what the team is comfortable sharing, as well as the ability to let team members openly speak their minds.

Parker Avery addresses organizational culture quite often in our transformational project work. We focus on helping leaders understand the required changes for their teams, as well as what leaders need to do to foster changes that drive cohesive organizational cultures. Focus on culture and potential needs for change may require critical self-reflection for leaders, but the implications and value can be enormous.

Thus far, we are grateful that 2021 has been a busy and successful year for The Parker Avery Group. Last year was a completely different story. Yet in 2020, we strengthened internally as a team, we grew (both in size and in core strength), and we did so when our business was at its lowest. I think our team fundamentally leaned on our strong organizational culture to see us through some pretty dark days.

I didn’t initially comprehend the power of the Peter Drucker quote “Culture eats strategy for breakfast,” until realizing that while strategy is important, the power of organizational culture is truly the key to success.

As we head into what is shaping up to be a tumultuous autumn and 2021 holiday season, we wish you and your organization much success. If you have any questions or thoughts about your own company’s organizational culture, we would love to hear from you.