“I watch what I do to see what I believe.” – Helen Prejean
If you’ve interacted with me for more than about 10 minutes, you’ve probably heard me quote Helen Prejean. I love this quotation because Sr. Prejean simply captures the truth behind understanding your culture and values — it’s what you do. Culture isn’t just what you think you’re about; culture is something that can be felt and seen. People who visit your organization leave with a sense of who you are and what you stand for. They see it in the physical presentation of your facilities and in the interactions your staff have among themselves and with your living and non-living collections. They feel it in the extent to which they feel welcomed and valued in your organization.
There is a growing awareness of the importance of mental health and overall workplace well-being. Companies that prioritize supportive environments, work-life fit, and employee wellness tend to see lower turnover rates and higher employee satisfaction. That means higher retention, less time spent continually training new hires, and a more harmonious, connected workforce with stronger interpersonal relationships.
It doesn’t matter what you list as your core values on your website if those values aren’t shared throughout the organization and demonstrated in your team’s actions. And no matter how strong your business strategy is, the strength of your organization’s culture will ultimately determine that strategy’s effectiveness.
“I suppose every generation has a conceit of itself which elevates it, in its own opinion, above that which comes after it.” – Margaret Wilson Oliphant
The shift toward an emphasis on a kinder, more thoughtful and respectful organizational culture reflects broader changes in societal values and expectations, and that’s a good thing. My generation likes to bluster about how we pushed wheelbarrows until our backs ached and obediently suffered through other physical labors without complaint — and now our backs hurt all the time, and we couldn’t push a wheelbarrow if our lives depended on it! I always want to say, “Yeah, we did those things, but don’t you wish we hadn’t had to?” While the approach of earlier generations focused more on task completion and obedience to hierarchy, today’s workforce is looking for more out of their employment experiences, including meaningful work connected to a mission that matters, and a supportive environment that welcomes and values them for who they are. This is a positive shift, and it matters.
The care of collections — whether animals and plants or works of art, artifacts, designs, or exhibitions — has evolved over the course of my 30+-year career from a custodial role to one of skill, innovation, and care. We expect keepers, aquarists, horticulturists, and exhibit technicians to approach their roles with imagination, creativity, and dedication. And today’s employees seek jobs that offer fulfillment, purpose, and an environment that aligns with their personal values. Company culture drives success on both sides of the equation, addressing the expectations of employers and employees alike.
Cultural values are not throwaway gestures to address unrealistic expectations of a “needy” new generation. Building and maintaining a culture that is genuine and reflective of the organization’s personality is a strategic asset that affects the economic bottom-line in employee recruitment, performance, and retention. Org culture impacts how connected guests and donors feel to your mission, and influences how effectively you can achieve strategic goals and adapt to change. Investing in culture-building practices might seem like an effortful and time-consuming demand on leadership, but paying attention to culture can significantly enhance an organization’s overall success and sustainability.
“Find out who you are, then do it on purpose.” – Dolly Parton
If your organization were a person, how would you want its personality to be described? What traits or qualities are non-negotiable in your culture, and evident in your behaviors, decisions, and interactions? Everyone on the team should play a part in developing and upholding a culture that they’re proud of and invested in, so it’s critical to include all stakeholders in the process.
Identifying areas where your expressed culture aligns with your organizational values—and where it does not—points the way to strengthening your culture to reflect your organization’s character.
A strong organizational culture is not a luxury but a necessity. It enhances every aspect of your operation, from employee morale (and retention) to customer satisfaction (and retention!). As leaders, it’s essential to not just talk about culture but to be active participants in creating and nurturing it: You can start by assessing your current organizational culture through employee feedback, observing day-to-day interactions, and comparing stated vs. actual values. By taking intentional steps to define, improve, and maintain your values and actions, you’re not just securing your organization’s present — you’re shaping its future.
What steps will you take today to influence your culture tomorrow?
— Lori Perkins, Vice President
As part of our strategic planning work, we can help you create and define your institutional values. We also offer Organizational and Culture Assessments to help you navigate challenges and enhance your team’s dynamics. Contact us to learn more.
