I’m an ardent follower and lover of business success stories spanning four, five, and more decades.
As an under-ten Nigerian entrepreneur, I have found that not only is it important to know and deploy strategies to build a successful business, stability factors should also be considered.
And, lest we get it twisted, business stability isn’t just a financial thing, it’s most importantly, cultural!
Corporate culture has its roots in the ideas, shared values, customs, ‘rituals’, and social behaviours of the people of a business. I fondly refer to corporate culture as a company’s character.
Did you know that the process of initiating, integrating and institutionalising your corporate culture is primarily at the mercy of people called culture custodians? Chief among these are the founders, managers, directors and executives.
Unlike what many business owners think, corporate culture must form a key part of the conversations in the workplace and be institutionalised as a benchmark for our business decision-making processes.
Corporate culture guides how a company’s management and employees interact and even handle external business transactions. In essence, its impact is end-to-end.
Please contact me if you need support with the levels in corporate culture for business sustainability. However, in this piece, my main goal is to call your attention to an important item.
Avoid This Trap
Avoid the mistake of failing to orientate a new executive hire about your existing culture, especially if you have deliberately cultivated a culture that has proven wholesome over the years.
Unlike what many business owners think, corporate culture must form a key part of the conversations in the workplace and be institutionalised as a benchmark for our business decision-making processes.
No matter how impressive a new executive hire may seem, they should undergo a formal orientation about your existing cultural guides.
Note that an executive hire not only has culture shock to deal with, it most likely also comes in with some ‘strange’ culture too. But, that’s not a problem.
All you need to do is avoid overlooking the rudiments of baptising the new executive into your company’s culture to avoid unnecessary hiccups. This is one of the essential ways to protect your culture, so it can protect your brand.
Simply put, please update the new executive hire on existing human resource, relational, operational and transactional cultures, while adopting his own new ideas, attitudes and patterns based on your company’s core cultural baselines.
Here’s the truth:
If you nurture your corporate culture, it’ll prevent business punctures. Avoid storms in your culture team cup!
I remain committed to adding value to you. If you loved what you read, let me know; also, feel free to share it with another value-loving person or platform like you or yours. You should likewise reach out if you would love to book a corporate training session on teamwork attitude optimisation, leadership sustainability, corporate culture creation, exceptional customer service, or personal character development coaching. I will be glad to help you or your team scale.
If you wish to get resources from my store. Simply click this link: https://selar.com/m/BosedeRCA
Enjoy the rest of your week!
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