CONSIDERING MICRO CULTURES WITHIN A MACRO CULTURE REFRESH
If you’re visiting this collection, chances are you know that siloed organizations harm holistic culture.
What happens?
You get pockets of micro cultures that perform really well within their discipline or business, but often end up financially overcompensating for their lesser cohesively collaborating peers.
And in a people sense, folks who are on the harmonious subculture might think that’s the default for the rest of the organization. When they attempt to try on a new internal opportunity within a different micro culture it can feel like a completely disconnected reality. They get stuck.
But there’s a wider lens to this.
Here's a breakdown of how subcultures can hinder, harm, or propel creativity and performance:
Hinder
Communication Barriers: Information may not flow freely across different subcultures, leading to miscommunication, duplication of efforts, and decreased efficiency. This can hinder overall business performance and limit the exchange of ideas necessary for creativity.
Limited Collaboration: When micro cultures, or cliques even, become overly insular it may limit collaboration with individuals outside their group. This can result in missed opportunities for cross-functional collaboration and harmonious efforts. It hampers the ability to leverage diverse perspectives and expertise.
Groupthink: There’s increased opportunity to develop a strong sense of conformity and discourage dissenting opinions, which can lead to groupthink. Groupthink stifles creativity by suppressing alternative viewpoints and critical thinking. This conformity can harm business performance by limiting the exploration of innovative ideas and solutions.
Harm
Division and Conflict: There might be more room for divisions within the organization which can lead to conflicts and rivalries. These conflicts can harm business performance by impacting collaboration, team cohesion, and employee morale. Creativity suffers as individuals may hesitate to share ideas or collaborate due to these conflicts.
Resistance to Change: When these groups cling to established norms and practices, they impede adaptation and innovation. This resistance can hinder the organization's ability to embrace new ideas and respond effectively to market changes.
Propel
Specialized Expertise: These groups can become centers of excellence within the organization, generating innovative solutions and driving performance in their respective domains.
Knowledge Sharing and Cross-Pollination: Subcultures that actively share their knowledge and interact with other groups can facilitate cross-pollination of ideas and best practices. This exchange of knowledge stimulates creativity, promotes learning, and enhances business performance by leveraging the strengths of different subcultures.
Employee Engagement and Motivation: When they foster a sense of belonging and shared purpose, subcultures can boost employee engagement and motivation. Engaged employees are more likely to contribute creatively and perform at their best.
