Organizational Culture

Famous business management guru Peter Drucker is alleged to have originated the quote, "Culture eats strategy for breakfast." Regardless of who said it first, the meaning of the expression is that your organization's culture—the system of shared beliefs, values, and behaviors that form a sort of "personality" for your association—is a more powerful determinant of its future than any plans you might make.

Ironically, though, most organizations spend a lot more time focused on strategic planning than they do on developing a positive culture.

Your organizational culture is driven by the personalities and character of the leaders you select and the staff and volunteers you recruit, and by the values and beliefs you consciously emphasize. Do you routinely involve all stakeholders in decision-making? That's part of your culture. Do you celebrate successes together? That's part of your culture. Do you assertively embrace diversity of opinions, perspectives, and people? That's part of your culture. Do you punish and blame people for their mistakes? That's part of your culture, too. It pays dividends to foster good culture and to discourage bad culture.

1. Identify the values and behaviors you want to foster and write them down.
2. Communicate them to everyone who is part of your team—especially new Board members, other volunteers, and staff.
3. Continually ask yourselves and the people you interact with how you're doing.

Here are some examples of JEDIA Statements, Ways of Beings and other Justice, Equity, Diversity, Inclusion and Accessibility related content created by other Affiliates

JEDIA Statements

Colorado

California

Utah

Ways of Being

Colorado

Maine