Profiles In Leadership - Taking The Right Steps

noted in “ The Creation of a Company Culture ,” a strong organizational culture is not merely a byproduct of operations but a deliberate framework that aligns individuals with the organization’s mission and values, fostering unity and purpose (Dellheim, 1987). • Aligns employees with the organization’s mission, vision, and values. • Encourages collaboration, trust, and innovation. • Attracts and retains top talent. • Supports resilience during times of change or adversity. In contrast, a toxic or unhealthy culture fosters mistrust, disengagement, and high turnover, ultimately undermining an organization’s success. By intentionally cultivating a positive culture, leaders can create an environment where employees feel connected, motivated, and empowered to contribute to the organization’s goals. Reference: Dellheim, C. (1987). The creation of a company culture: Cadburys, 1861-1931. The American Historical Review , 92(1), 13-44. A healthy culture:

Why Culture Takes Time to Develop

Building a thriving organizational culture is not a one-time initiative; it’s an ongoing process that demands consistent effort and reinforcement. Here’s why:

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