This Culture ‘Fluff’ Stuff

What This is About: I’m somewhat amused and amazed at the number of so-called experts that still refer to culture as “fluff.” My experience is that they are typically analysts or non value added “money bags,” who frankly have never really run anything other than a spreadsheet calculation. Of course, most of them live in an organization culture that also matters, but they can’t seem to connect the dots. 

Ben Horowitz is a highly respected, leading venture capitalist, and modern management expert, who really invests in culture. In his new book, What You Do Is Who You Are, he discusses how to create and sustain a great culture, and why it’s vital to be intentional about it. 

Why It’s Important: “Deloitte’s 2016 Global Human Capital Trends report found that 87 percent of business leaders believe that the quality of their work culture is important. Only 28 percent of business leaders surveyed believe that they understand their current culture well. Only a shocking 19 percent of these executives believe they have the ‘right’ culture.” Horowitz knows this,and understands that if culture is not purposeful, it will be an accident or a mistake. Culture is how a company makes decisions. It includes the set of assumptions employees use to resolve everyday issues and decisions. Essentially the title “What You Do is Who You Are” defines culture for Horowitz. If one of the best venture capitalists in the world, who got there from running and studying successful organizations gets it, maybe the “fluff” crowd ought to pay attention?

What I’m Doing About It: Fortunately, I’m at a point in my life where I can work with people who are already committed and want to intentionally invest in culture. I don’t have to convince these key decision makers of the value. More importantly, they are confident enough to reach for help. These are the folks I want to work with. No fluff involved. 

Think Big, Start Small, Act Now. 

Lorne 

One Millennial View: I dislike “fluff” as much as anyone else, however it seems as though discounting the importance of culture in an organization is the result of not wanting to put in the time and effort to understand, aka “get it.” But thanks to blogs like this, everyone can wrap their heads around the concept that we should all be working in great (not perfect) organizations, that pay close attention to what they do to define who they are. If it checks the correct boxes for your purpose and values, the culture is right for you. 

- Garrett 

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