As an experienced HR Professional and an executive coach who supports HR professionals, leaders, and organizations to focus on and enhance their culture, I often hear questions including:

• “Is it the role of HR to create the organization’s culture?”
• “Shouldn’t it be the job of the CEO to create the organization’s culture?”
• “What is culture?”

I’m curious to hear your responses to these questions! Before reading further, take a moment to consider your honest responses.

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What is Culture?

Culture is not a statement written on a conference room wall.

Culture is not the events a team or organization offers for its employees.

Culture is not a set of policies or rules.

Organizational Culture is how your employees and your customers experience the organization; it is the beliefs, attitudes, norms, “lived values” and unwritten rules that impact how employees “show up”.

Culture happens regardless of your focus on it – and when an intention around what you want a culture to be and how to build it is not clear nor communicated, often the result is not what you would ultimately want.

Your culture impacts the individual, teams, and the organization in many ways. A healthy culture can help to improve employee engagement and retention, drive improved business results, and improve employees’ health and wellbeing, among many other benefits. With April being stress awareness month, this might be the best time to start focusing on your culture, and identifying ways to improve it, if it’s not where you want it to be.

Is it the Role of HR to Create the Organization’s Culture?

From my experience, “culture” is often part of the role of HR, and they cannot do it alone!

Shouldn’t it be the Job of the CEO to Create the Organization’s Culture?

It makes sense for the leadership team to identify and clarify the ideal culture – one that will support the business goals. In addition to the leadership team, it’s helpful and more impactful to gain input from the rest of the organization as everyone will be responsible for creating and maintaining the desired culture. The culture of an organization needs to be a shared responsibility by all leaders and employees and is a continuous effort.

How would you Describe the Culture of your Organization?

Is your organizational culture adding value or detracting from how you operate? Are you noticing individuals in your organization feeling stress or anxiety? April is stress awareness month, thus, now may be the best time to start focusing on your culture, and identifying ways to improve it, if it’s not where you want it to be. Whether you are an executive, an HR Professional or anyone working in an organization, you can impact the culture of your team and organization. Curious to learn more about driving a healthy organizational culture and driving improved results? I would welcome the opportunity to explore with you. Let’s connect.

“Culture is not an initiative. Culture is the enabler of all initiatives.” – Larry Senn