When we seed a lawn, would we ever consider taking a handful of seed, standing in one spot, and throwing our hand up to disperse the seed, hoping it spread wide enough to cover the entire lawn? Then would you merely leave it there and expect it to germinate in time, ignorant of the food source now available to the birds?
Creating a culture within an organization is no different from seeding a lawn. Senior management typically leads workshops, and then principles and behaviors are formed and implemented. In many instances, the workshop is where the progression ceases. Management may discuss the culture frequently yet never share these discussions with their teams. Those same organizations are surprised they do not have a culture or one that is not to their liking.
Creating culture is like seeding the lawn. First, we must decide what we wish to plant, then prepare the area for seeding. The seeds should be sown at an appropriate time, not when there is intense heat or cold, and spread evenly across the area where we wish to replace grubby soil with lush green grass. Once seeded, the site requires protection and then watered regularly to ensure it germinates. With care, it grows, and we soon have the lawn we desire.
However, we know the lawn will be short-lived if we do not continue to give it regular care, including watering, cutting, weeding, and fertilizing.
Cultures require us to plan, implement, foster, and nurture deliberately. The attention we give it is typically appreciated by those who get to encounter and experience it, and in time we are rewarded for the effort.
