On a road trip this weekend, with the car speeding on the highway, wifey and I engaged in a discussion on culture. While the trip ended soon after, some questions remained in my subconciousness for the entire weekend – How it germinates? How it builds? How it lasts? It seemed fascinating to understand these hows and as my mind raced around these questions, I decided to try and decipher them through my own experiences…

I have been part of a few organizations over the years. Right from a heirarchical organization, to structured but intrapreneurial setups in a couple of organizations I worked for, to rigid siloed operations in a couple of others, each one of them had a distinct culture.

When I look back now, a lot of it was espoused by the people at the top and percolated down to the bottom. Which comes from the theory that culture germinates from the top and trickles down. We often see leaders as the ambassador of the organization and equate the company’s culture with their mannerisms. I certainly have gained a lot of my cultural leanings from those people at the top I worked with.

However, it isn’t always an effect of the leadership following or espousing a certain manner. I believe it is also through the experiences that those people and the teams had in the formative years of the organization. What it led them to believe or disagree on, and what they gained out of those experiences, shaped up the culture of the team and the company at large as it grew.

Yet another theory I examined is that culture also shapes up based on the kind of work the company does and the people the teams engage with on a regular basis. If the work is done on the ground and with a lot of struggle, it leads to appreciation for people and situations vis-a-vis things which happen at a very high level without too much of a deviation. I experienced it first-hand in the startup world running my own business and interacting with others and believe it is also a contributing factor to some extent.

Whatever is the germination of the culture or the way it builds up, it is only when those tenets last for a long time that the culture seeps in all the nooks and corners and becomes symbolic of the organization at large. And with the passage of time, it gets ingrained in every new person fairly quickly. That’s when it begins to last!

As I reflected on all of these thoughts, it occurred to my mind that we as human beings also develop in our life and build our beliefs through similar processes. We depend on our parents and elders to pass on a certain culture and values to us when we are in our formative years. Our years at the school under the guidance of teachers and the influence of friends shapes us as we grow up. The experiences we have in our adulthood define our behaviour and disposition.

Those beliefs then help us shape our life going forward and get passed down to our family members and children. And shape up our society at large.

What matters most is how malleable those beliefs are – are we flexible enough to change them if there is a good ground for the change or are we rigid and hold them as unchangeable irrespective of whatever happens. Because that is what governs our responses to situations in life and improves our longevity and sanity. In the same way that a company’s sustenance and longevity is dependent on how it’s culture shifts with the changing strands of time…