I guess I was working on Culture before it was cool.  In our business, many employees wore helmets and used oxygen.  Everyone wore safety glasses or face shields.  The bottom line was you couldn’t see them as people for most of the day- we had to work hard to create opportunities for them to be seen as individuals.  Recognition systems and data sharing of good and bad results were critical.  

Every new sports coach at the college or pro level holds a press conference upon taking the job.  Without fail, you will hear them use the word culture 50+ times in a span of just minutes.  “Changing, Creating, or Building” are just some of the main words used when someone takes a new role.  Why does every coach have to change the previous culture?  It’s not as if the previous coach didn’t want a good relationship with their players or teammates holding each other accountable for improvement.  (I know winning or losing is the biggest reason for a change in culture for the worse- and the need for a new Coach!).  Question- Are you winning enough at your business to avoid an organizational slide?

I have always preferred to think about “Ethos”.   Webster dictionary defines Ethos as the distinguishing character, sentiment, moral nature, or guiding beliefs of a person, group, or institution.  Simply put, it is who you are and what will never change (even if you wanted it too).  Defining your company Ethos is critical.  Knowing your company Ethos helps drive decisions in an unspoken way- from who to bring on the team to growth plans with the right customers.

The point is Culture can change- sometimes it needs to–  in order to adapt to a changing market or what customers require to be successful.  Overemphasizing culture can turn companies into chameleons, constantly shifting to meet external expectations and losing core identity.  This inconsistency confuses both employees and customers, can seem fake, and undermines trust.

Additionally, when culture is easily reset by leadership, it can be a scapegoat for issues rather than a strength.  ETHOS demands authenticity and accountability- you can’t fake it– it’s there or it’s not.   

Know what your Ethos is as a Leader.

Know what Ethos is for your organization.

Then- as a team – craft / develop / enhance your culture – your traditions, behaviors and social norms in various forms.

Ross Bushman

B Long Ventures