Organisational culture is much more than a list of values or a statement of principles. It is the set of beliefs, attitudes and behaviours that define how day-to-day life is lived within a company. From the way teams communicate to how key decisions are made, culture influences the work environment and how everyone feels within the organisation.

Companies with a strong and well-defined culture enjoy a significant competitive advantage. Not only do they create an environment where employees feel motivated and engaged, but they also foster innovation, teamwork and overall well-being. A strong culture drives productivity, creativity and talent retention, and is essential for organisations to thrive in an ever-changing business world.

In this article, we’ll explore why organisational culture is crucial to the success of any business, how to understand it, measure it and cultivate it so that the organisation doesn’t just function, but also thrives in the long term.

What will I read about in this article?

• What is organisational culture?
• Typologies of organisational culture
• How is organisational culture measured?
• The importance of a positive organisational culture
• Leadership shaping organisational culture
• The role of empathy in organisational culture
• Caring for ethics in organisations
• The culture of learning: fostering continuous growth

It’s the invisible fabric that binds all aspects of a company together. It’s how employees relate to each other, how conflicts are resolved and how achievements are celebrated. It’s often seen as the personality of the company, a combination of its values, beliefs and unwritten rules that guide daily behaviours and decisions. But beyond this simple definition, it is also a reflection of the company's history, its mission and vision, and the leaders who have guided it.

Every organisation has a unique organisational culture, and understanding that is key to fostering a healthy and productive work environment. 

Typologies of organisational culture help us to classify and understand how different companies operate, and allow us to identify what kind of values and behaviours predominate in them.

There are different approaches, but the classification defined by Roger Harrison of the Harvard Business Review is one of the most widely accepted and popular. Harrison proposes four types of cultural orientations, based on the business objectives and values that companies seek to promote:

1. Power-oriented culture: Focuses on hierarchy and control. Important decisions are made by senior managers, and the main focus is on maintaining and consolidating power within the organisation.
2. Rule-oriented culture: Prioritises stability and predictability. In this type of culture, clear processes, rules and norms are essential to ensure order and efficiency.
3. Results-oriented culture: Its focus is on productivity and performance. Organisations with this type of culture seek to achieve specific objectives efficiently and focus on tangible results.
4. People-oriented culture: In these organisations, the well-being and development of employees is essential. Creativity, collaboration and team satisfaction are valued, seeking to involve all members in collective success.

These culture types are not mutually exclusive, and many organisations combine elements of several of them to create a unique culture that fits their needs and goals.

Positive organisational culture refers to a set of values, beliefs and practices that create a healthy, inclusive and respectful work environment. It is based on principles such as mutual support, collaboration, trust and recognition of employee effort. This culture not only benefits the emotional and psychological well-being of team members, but also has a direct impact on the overall performance of the company.

But its benefits go beyond these immediate results. A positive culture also boosts innovation by encouraging employees to share ideas and come up with creative solutions. It also contributes to continuous learning, as team members feel supported to improve and grow professionally. Finally, this culture reinforces resilience, helping the organisation to adapt and face market challenges with a proactive and collaborative mindset.

A key factor in building a strong and coherent organisational culture is leadership. We’re not only talking about those who occupy a hierarchical position, but also about those people who influence the environment by their example, their attitude and their commitment. In this sense, the concept of people-oriented leadership emerges strongly: a style that puts people, their needs, their development, their sense of belonging, and not only results or power, at the centre.

This type of leadership has a direct impact on organisational culture by fostering trust and commitment, which translates into greater job satisfaction and team well-being. It also reinforces shared values and purpose, as leaders who live the culture and convey it consistently make it an everyday experience.

It also connects culture to results, demonstrating that a people-centred approach can improve productivity and talent retention. Finally, it humanises the organisational model, promoting a culture that recognises individual development and contribution, which creates environments that are healthier, more resilient and have a broader vision than simply accomplishing tasks.

Empathy is one of the fundamental pillars of a healthy and humane organisational culture. It not only improves communication, but also helps to prevent conflict, strengthen relationships and foster an inclusive environment. In an empathetic work environment, employees feel valued and understood, which contributes to a positive and motivating work climate.

For an empathetic organisational culture to develop, leaders must lead by example, demonstrating an open attitude and actively listening to the concerns and needs of their team. In addition, a space where employees can be authentic, without fear of being judged must be promoted. 

In an ever-changing business world, organisations that do not foster an organisational culture of continuous learning risk being left behind. This type of culture is based on the belief that the personal and professional development of employees is crucial to the success of the organisation. It encourages employees to constantly improve their skills, adopt new technologies and face new challenges with confidence.

Organisational culture is the driver of innovation, engagement and success. When it is strong, positive and aligned with the company's values, it builds a solid foundation on which the future of the organisation can be built. In this journey of transformation, every step counts, and every adjustment has the potential to create a stronger, more cohesive organisation that’s ready for the challenges ahead.