Comments on: HR, Culture and the Collaborative Workplace http://www.talentsynchronicity.com/2009/12/14/hr-culture-and-the-collaborative-workplace/ aligning talent solutions with business strategy Wed, 22 Dec 2010 13:08:56 +0000 hourly 1 http://wordpress.org/?v=3.1.1 By: Susan http://www.talentsynchronicity.com/2009/12/14/hr-culture-and-the-collaborative-workplace/comment-page-1/#comment-1077 Susan Wed, 16 Dec 2009 19:16:22 +0000 http://www.talentsynchronicity.com/?p=781#comment-1077 Thanks for your comment Steve. There is definitely validity to the influence of "micro-cultures". Sometimes micro-cultures are influenced by the needs or operating environment of a particular business function and in others it may have been influenced by leaders, previous or current, of the group/team. There's a tendency to say there is only one culture - the organization. Ultimately, that doesn't service the organization well. An example that comes to mind from my retail experience are the differences across families of business (FOBs). Typically trend apparel businesses are faster paced and more competitive than a home goods business. The demands of the business and competitive environment had a significant impact on the culture in those two work groups. Mapping talent to the culture was important in successful selection, placement and development, which ultimately strengthens the micro-culture. The same could even be said within the HR function. It would not have been effective to force all FOBs to embrace the same culture. At the same time, its important to state and ask for a broad commitment to the core aspects of an organization's culture - that is feasible to expect across the company. I think there are significant benefits to micro-cultures for the small groups and the organization. For the group, it can allow them to operate with higher levels of engagement and collaboration that support morale, effectiveness, competitiveness, innovation and results. If the organization is open to change and operates in a "learning mode" then micro-cultures can have a beneficial influence on how the broader organization's culture evolves. The risk is determining which aspects of a micro-culture will add value and which may actually inhibit progress. Thanks for your comment Steve. There is definitely validity to the influence of “micro-cultures”. Sometimes micro-cultures are influenced by the needs or operating environment of a particular business function and in others it may have been influenced by leaders, previous or current, of the group/team. There’s a tendency to say there is only one culture – the organization. Ultimately, that doesn’t service the organization well. An example that comes to mind from my retail experience are the differences across families of business (FOBs). Typically trend apparel businesses are faster paced and more competitive than a home goods business. The demands of the business and competitive environment had a significant impact on the culture in those two work groups. Mapping talent to the culture was important in successful selection, placement and development, which ultimately strengthens the micro-culture. The same could even be said within the HR function. It would not have been effective to force all FOBs to embrace the same culture. At the same time, its important to state and ask for a broad commitment to the core aspects of an organization’s culture – that is feasible to expect across the company.

I think there are significant benefits to micro-cultures for the small groups and the organization. For the group, it can allow them to operate with higher levels of engagement and collaboration that support morale, effectiveness, competitiveness, innovation and results. If the organization is open to change and operates in a “learning mode” then micro-cultures can have a beneficial influence on how the broader organization’s culture evolves. The risk is determining which aspects of a micro-culture will add value and which may actually inhibit progress.

]]> By: Steve Boese http://www.talentsynchronicity.com/2009/12/14/hr-culture-and-the-collaborative-workplace/comment-page-1/#comment-1076 Steve Boese Wed, 16 Dec 2009 16:52:01 +0000 http://www.talentsynchronicity.com/?p=781#comment-1076 Susan - Excellent piece! I have a question for you around organizational culture. In mid-size and large organizations is there any validity to the idea of 'micro-cultures' being as important as overall culture? In so many roles, 90% of your exposure and interaction is limited to a fairly small group of colleagues and the norms, rules, and shared experiences etc. of this smaller group may have more impact that the broader organizational constructs. I am not sure that this is true, but wanted to get your take on it. Susan – Excellent piece! I have a question for you around organizational culture. In mid-size and large organizations is there any validity to the idea of ‘micro-cultures’ being as important as overall culture? In so many roles, 90% of your exposure and interaction is limited to a fairly small group of colleagues and the norms, rules, and shared experiences etc. of this smaller group may have more impact that the broader organizational constructs. I am not sure that this is true, but wanted to get your take on it.

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