Measuring Organizational Culture

Measuring Organizational Culture, with Matthew Martin-Hall

Matthew Martin-Hall returns to the SnapCast to talk about organizational culture and the work he’s doing with Issac:Culture. Matthew writes:

“Culture, as difficult as it can be to define, is amazingly malleable. Given the right level of openness and communication, organizational culture alignment can be leveraged into positive results for any organization of people; and the data proves this.
“Culture succeeds in defining the aligned values and mores of any organized group of people, and it is beneficial to always look at any organization as suffering from a culture problem. Culture is always changing and tends to ebb and flow with every aspect of the ever changing and chaotic business environment.  It’s important to understand that what we think of now as being okay for the workplace, may not be considered such, in the near-to-distant future. Organizational culture is crucial to define early on, because this is what will establish the rules of operating functionally in a group. No matter what that group is.
“It is absolutely crucial to not just understand that the most prevalent constant pertaining to culture, is change. The only manageable way to deal with this reality is to constantly change with it.  Culture shock is real and to be expected, for better and for worse, given any impetus, big and small in any organization. This could manifest by hiring a new employee, changing a communication standard, onboarding a brand-new project, or having to change general mores to adjust to a worldwide pandemic. Big and small splashes make ripples that can become monsoons without proper management.
“Standardizing and normalizing an open communication policy that fosters a collaborative and egalitarian environment is the best way to navigate these changes, as it’s what one doesn’t feel comfortable saying that can cause a festering sore that leads to outright derision.”

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