This question was submitted as part of the Limeade Summer Reading Club where the group is reading Bring Work to Life! and virtually discussing work-life. Here’s the detail:

Given all the recent media coverage about what some consider to be ‘toxic cultures’ at large companies, what are some ways that individuals can help shape culture at their own companies?

You’re right to pay attention to your role in shaping culture, because you have a tremendous amount of influence.

There are lots of definitions about what organizational culture is, but I prefer these:

• Culture is ‘the way things get done around here’
• Culture is ‘what people do when no one is watching’

In addition, culture is the norms, patterns of behavior, and unwritten rules in a culture. Culture is evident in the way people dress, the language they use, the shortcuts they take (or don’t take), the standards they uphold (or don’t uphold), and what behavior they reward or avoid.

Culture is also a paradox. In Bring Work to Life by Bringing Life to Work, I talk about this[i] concept. In a nutshell, the idea is that culture outlasts leaders and individuals and is the sum total of a multitude of variables that transcend any individual or leader. On the other hand – and this is the paradox – individual leaders and contributors can have their own effects on a culture, and particularly the subculture of a team. It is in this way that you have plenty of influence as a person in an organization.

Why? Because we are all social beings, and work is fundamentally social. The number one way that people learn is through modeling – through watching others and paying attention – either consciously or subconsciously to their behaviors. In addition, the mirror neurons in our brains actually turn on and mirror the actions and behaviors we see around us[ii]. Based on all of this, your choices and behaviors have a lot of impact on those around you. So rule number one for affecting culture is to behave in a way that creates the conditions for a constructive culture. This doesn’t mean being Pollyanna, but it does mean bringing the best you can to work. Be positive, demonstrate a good attitude, build strong relationships with others, be authentic and transparent about who you are and about what you value. As humans we pay attention to the slightest cues about each other – from whether we’re smiling to the pep in our step, to the way we address others. Essentially, everything counts so your actions and behaviors will send strong messages to others in shaping the culture.

In addition, you can seek to influence systems, policies, and practices. Share your ideas about policies that could be added/changed in order to support work-life. Give feedback to leaders when you see opportunities for them to enhance their support of work-life. Provide great input and suggestions about novel practices could be adopted or piloted at your organization.

Building communities and bridging networks is also influential for an organization’s culture. Make connections within your organization with people who share common interests, passions, and challenges. There is power in numbers so when you come together with others, your influence on the culture is multiplied. Also, actively reach out to those who are new in order to welcome them and help them learn the culture. Your influence on these newbies will have an especially great effect since you can help shape their experience of the organization and its norms. In addition, organizational cultures can learn from the external context in which they are embedded. You can be helpful by connecting people within your organization to those outside the organization with perspectives or ideas that enhance the culture. This kind of bridging across cultures and communities is helpful for learning and the infusion of new ideas.

Finally, take the initiative and embrace your power. Avoid sitting back, waiting, or taking a passive approach to the organization’s policies, practices, and norms. Embrace the power you have to influence the culture and know that every choice you make is a contribution to the greater ethos of the organization. You’re already on this track, given the nature of your question. Way to go!

[i] See Chapter 13, page 143-144 in Bring Work to Life by Bringing Life to Work: A Guide for Leaders and Organizations

[ii] For more on this, check out Matt Lieberman’s book called Social.