Corporate culture has a significant impact on your business. Attitudes, mindset, communication, and decision making are all for the large part driven by corporate culture.
The impact of corporate culture can be felt at all levels of an organization. It is, in essence, a company’s DNA. In practical terms, we can think of corporate culture as the habits of the organization and how things get done.
Most firms do some kind of annual strategic planning, in some form or another. It is important to recognize that corporate culture impacts the effectiveness of the strategic planning process as well as the quality of the decisions made and the implementation.
Management guru Peter Drucker said, “Culture eats strategy for breakfast.” In other words, if the corporate culture does not encourage open minded strategic thinking and bold, confident decision making, as well as committed implementation, all strategic planning efforts are futile.
Is your company’s strategic planning an annual two day retreat at the local country club that feels much the same as last year’s? Nothing ground breaking, insightful or controversial gets discussed. If you basically just ‘check the box’ on strategic planning you should take a good look at the corporate culture and its effect on the planning process.
Corporate Culture Can Hurt Your Business
Here are a number of company culture characteristics that contribute to an ineffective strategic planning process, weak decision making, flawed strategies and poor execution.
Corporate culture is difficult to change, but ego in the executive suite may very well be the most difficult to change because it usually involves the owner / founder / CEO.
A CEO with a big ego thinks he/she knows it all, does not allow for contrarian views, does not ask open ended questions, or solicits input. In this environment the other executives are often no more than worker bees, yes-men, and their experience and insights are not valued and underutilized.
It is not hard to see how a company’s performance can be jeopardized if the person at the top does not allow for input from others. Any strategic planning decisions will simply reflect the CEO’s opinion, right or wrong. The strategy is usually rather grandiose, not well though out, and lacking buy-in from the rest of the organization.
2. Lack of Insight
Past successes can lead to a management team becoming complacent. They start taking future success for granted. Often, these companies are overly focused on operations and the day-to-day problems. They tend to neglect developing a longer term perspective. Executives do not monitor business conditions as well as they should, if at all. Changes in market conditions, customer behavior, technology, the economy, all impact the business.
If management fails to develop real insight into what’s happening in the dynamic market place, they are not able to see new opportunities nor can they anticipate any threats to the business.
Another corporate culture trait, delusion, leads to wishful thinking and a pie-in-the-sky mindset. This produces a business strategy that is not grounded in reality. Management is fooling themselves by setting unrealistic goals given the reality of the market and company’s resources.
A company that suffers from delusion is likely to experience setbacks during the implementation of the strategy plan because of the overreach during the planning stage. In the end, the strategy is likely to fail. And the negative experience of this failure may then set the tone for any future strategic planning efforts, creating a environment in which management lacks the courage to make confident, bold decisions.
Breakthrough success can lead to overconfidence if it is believed to be the result of the skills and talents of the management team. However, it may just have been plain luck, not business acumen.
Overconfidence can lead to a mindset where gathering market intelligence, analyzing the data and careful, rational decision making is considered unnecessary.
A business strategy created by an overly confident management team is often seriously flawed. No matter any gallant attempts at proper execution, this strategy is doomed.
An indecisive management team usually gets stuck in a drawn-out, long winded planning process. Overthinking, over-analyzing, too much talking, and second guessing are common symptoms. Management is unable to set priorities and make strategic decisions.
If a strategy is developed at all, the implementation may never get started or completed. As can be expected, the results are missed opportunities and poor performance.
6. Lack of Courage
Lack of courage and an inability to make confident decisions lead to bland, risk-averse strategies. A strong operational culture in which people are punished for mistakes can contribute to this attitude. Often, management has adopted a ‘Not-Invented-Here’ thinking and is resistant to change. A lack of courage can be the result of an overreaction to failed business initiatives in the past.
Risk averse strategies are usually no more than ‘me-too’ approaches or a continuation of the status-quo. In both cases, longer term business performance is jeopardized.
In a company where groupthink is the norm decisions are made with an uncritical, tacit acceptance of the common points of view. Contrarian opinions or concerns are not brought up. Nobody challenges the status-quo and asks tough questions.
Groupthink can happen when there is not enough diversity on the management team, in particular the strategic planning team, in terms of experience, background and skills. As a result of their similar backgrounds and experience, people on the planning team tend to agree quickly, without challenging anything or digging deeper.
Groupthink can also occur if the CEO has a dominant ego and does not encourage candid discussions. People conform to save their jobs and their careers.
The result of groupthink is a weak, poorly thought-out strategic plan that will likely fail.
Oversimplification occurs when management is impatient and they want to move quickly to the implementation of the strategic plan. As a result, not sufficient time and effort is spent on properly identifying and addressing the key issues and opportunities. Gathering intelligence, spending time on analyzing the information, creating and discussing the strategic options, and scenario planning are rushed through or skipped altogether.
Oversimplification leads to weak strategies and premature implementation.
9. Departmental ‘Silos’
Strong functional “silos” can lead to poor communication between departments and insufficient involvement of key people in strategy development and decision-making. Strategic planning should include key people from the entire organization, such as Manufacturing, Engineering, Sales & Marketing, and Finance. Strategy is not just for the board room.
The result of limiting strategy development to the executive team is that the new strategy will lack buy-in from the rest of the organization. Especially those responsible for implementing the strategic plan.
In this environment it is unlikely that the strategy will ever get implemented successfully, if at all. No matter how sound and well thought-out it actually may have been.
10. Too Much Focus on Operations
A management team that is overly focused on operations can suffer from strategic blindness. Their preoccupation with day-to-day activities prevents them from adopting a big-picture, strategic mindset. They fail to see the importance of strategic planning as a way to chart a course for the business.
An operational mindset results in premature implementation, before any strategy has been fully developed. Strategies created from an operational focus tend to be incremental, essentially maintaining the status-quo, rather than game changers. As a result, significant new opportunities for growth can be missed.
What to Do About It
Strategic planning is about creating a company’s future and charting a new course towards sustainable, profitable growth. It requires a “brains over brawn” approach. Don’t let your company’s culture negatively impact the planning process and, ultimately, the success of your business.
If you recognize your company in any of these traits, you may want to think about working with a coach or consultant who specializes in culture change, team building and team communication. Before you do any strategic planning make sure that the corporate culture supports the process. Encouraging open communication, facing facts, asking tough questions, challenging the status quo and an ability to make bold decisions are necessary to move the business forward in a dynamic, competitive market place.
In addition, it can also very beneficial to work with a strategic planning consultant for the facilitation of the strategic planning process. An experienced strategic planning consultant can provide a structured process, keeps everyone involved, makes sure that the tough issues get addressed and that real strategic decisions are made.