(2 minute read)
When people discuss the culture of a specific company, organisation, or team, there can be such a diverse range of perceptions – largely due to the many, differing interpretations, and the ‘lens’ they look through.
Famed historian, author and advocate for humanity, Dr Walter Rodney, claimed that “A culture is a total way of life. It embraces what people ate and what they wore; the way they walked and the way they talked; the manner in which they treated death and greeted the newborn.”
Dr Rodney’s depiction of a culture was based upon the numerous ethnic, tribal, and family groups he studied throughout the African continent, yet could also apply to many of our more homogenised groups throughout society today.
In a well-constructed article in The Age newspaper recently, columnist, and ex-captain of AFL team Western Bulldogs, Bob Murphy, shared what he believes are the 3 key elements to culture at an elite sporting club level.
- Symbols (team colours, logos, themes, rituals & traditions)
- Philosophy (mottos, phrases, vision and mission statements)
- Behaviours (how individuals act in situations and interact with others)
Murphy claims that, “the first 2 are a lot of fun to talk about and kick around, but it’s the last one that’s the most important.”
Since it’s the culture of a team that can be the true differentiator in any league or competition, we should then ask, what can businesses and organisations learn from teams with a strong, purposeful, and supportive culture?
How can workplaces develop a culture which is not only nice to have, but great to be a part of?
While companies spend copious amounts of money and time on designing logos for their brand recognition and reinforcement, then conduct weekend retreats to workshop their vision and mission statements, maybe – just maybe – they should invest as much (or more) into their people and reinforcing the right behaviours to help nurture the ideal workplace culture.