Corporate culture, can be described as a way of business life within an industry and is created, maintained and projected by an underlining set of beliefs. The culture within an organisation is often shared subconsciously, by management and staff members and can also be referred to as the “personality” or “identity” of a company. It can be a powerful influence that shapes the morale and affects both the behaviour and the performance of staff as well as the general health of the company.

Companies with an adaptive culture or one that is aligned to their business goals normally outperform their competitors. To achieve results like this for your organisation, you have to analyse what your current company culture is, and then decide what it should be. The impact of these decisions will influence the stability of the company as well as the outward brand impression which can be managed in a company’s favour.

Only once a strategy has been put into place which clearly manages the corporate culture and publics’ perception, can a task team start putting structures and procedures in place, and measuring effectiveness of the implemented strategy and it’s impact on corporate culture.

Factors which effect company cultures include the laws, policies, public expectations and business climate, as well as the environments in which each company operates.
Possibly the biggest influence on a companies culture is the staff that they employ and their ability to mobilise their staff as they redirect the organisation towards the desired culture. The creation of a new, successful corporate culture, or the maintenance of a strong existing culture, goes hand in hand with strong leadership. It is essential that employees are equipped with the necessary skills and resources to successfully impact on the companies’ culture in a way that benefits the company.

A good leader understands and supports the vision that the company is moving towards, and then helps to devise a workable strategy to actively mould the culture of the organisation. Leaders involved in skills and development in companies must focus more closely on employee preferences. These leaders require a unique set of skills to implement and sustain learning programmes within their organisations. They must understand their corporate culture and be able to skilfully implement appropriate learning techniques, in line with current trends and proven transfer of training methods.

It is therefore very important that companies align their corporate culture with their existing, strategic goals if this is not already in place. The next step to take is to develop a precise action plan that can maintain the positive aspects in your current culture and correct the unaligned areas, making training and upskilling their staff and integral part of the strategy and it’s ongoing implementation.

Author's Bio: 

Norine Victor is the Training Facilitator of 1st Solutions