building, reflection, clouds-4781384.jpg


To be an innovative company, you need more than just cutting-edge products and services. You also need a corporate culture that empowers innovation. And that starts with the right CEO.

The best CEOs know that their job is to create the conditions for innovation to flourish. That means establishing the company’s purpose, setting the direction, and aligning everyone behind a common goal.

But it also means being open to new ideas and encouraging creativity at all levels of the organization. By doing these things, a CEO can build an environment where innovation thrives.

Leaders have two primary levers at their disposal to maintain organizational viability and effectiveness: strategy and culture.

Leaders should consider corporate strategy and corporate culture integral to the success of their organization. The corporate strategy is essentially a plan for achieving goals, while corporate culture is the key to activating that plan.

Corporate strategy is the approach top leaders take to reach their organizational goals. 

This includes decisions they make regarding innovation culture, workplace culture, and creating a healthy strong company culture.

To create an innovative culture, leaders must have a good understanding of their industry and market trends, as well as the customer’s needs.

They should also have a clear vision for how technology can be leveraged to further their organization’s mission. Furthermore, executives should create an environment that promotes open dialogue and encourages many employees to take risks with new ideas.

In addition to this, organizations should strive to maintain trust among teams, provide resources for training and development, reward creativity and collaboration, and set up processes that promote efficiency within the organization.

By taking all these steps into consideration while crafting their corporate strategy, top leaders can ensure they are creating an environment which will empower innovation and help them achieve their goals.

Corporate culture on the other hand is an important component of organizational success and is composed of the beliefs, values, and behaviors shared among a company’s employees. 

It affects how people interact with each other, how decisions are made, and how the organization approaches problem solving.

A positive corporate culture can encourage innovation and creativity by providing team members with the freedom to think out-of-the-box while still keeping aligned with the company’s values.

Developing strong company values is essential for any organization’s success. Establishing these values helps set the tone and define the culture of the organization for both employees and stakeholders.

It reinforces a sense of purpose in all aspects of business, from customer service to day-to-day operations. A company’s core values should be focused on providing a positive workplace environment and creating successful partnerships with customers, suppliers, and vendors.

Careful consideration must be taken when creating company values that are clear, concise, and meaningful to all parties involved.

When implemented correctly, these values can act as a guide for decision making throughout the organization and ensure that everyone is on the same page with their expectations and goals.

To build an innovative culture, a company should place emphasis on its core company values, promote collaboration between departments, allow employees to experiment and take risks without fear of failure, offer financial rewards for creative solutions, encourage open communication both within and outside the organization, provide access to resources that help foster new ideas, listen to feedback from customers as well as team members, incentivize learning initiatives and allocate resources for employee training, and reward forward thinking rather than backward looking behavior.

These steps will create an environment which encourages learning, experimentation and allows for growth in innovation within a company. With these measures in place, companies can benefit from a highly motivated workforce that will be eager to contribute their creativity to help the organization reach their goals.

Although it can be challenging to balance strategy with corporate culture, leaders must foster an innovation culture by empowering employees.

This encourages open collaboration and innovative thinking, allowing organizations to grow and thrive in ever-evolving markets.

Consequently, effective leaders recognize the importance of both corporate strategy and corporate culture in ensuring organizational viability and effectiveness.

Strategy provides clarity & focus, while culture expresses goals through values/beliefs and is more than “big picture stuff”

For small business owners or startup entrepreneurs, it is important to understand the role of strategy and culture. A CEO must design an effective strategy to provide clarity, focus, plans, and choices that guide mobilization of people in order to achieve goals.

A strong corporate strategy is essential for providing clarity and focus to any business administration. It encourages employee motivation, ownership of goals, and a clear understanding of their roles in achieving the company’s objectives.

A well-defined strategy will also help to provide strong leadership that is required for success. The strategy should outline the principles for decision making, setting priorities, and creating value for all stakeholders involved. By using this framework it ensures that everyone has a common purpose and is working towards the same goal.

Further more the CEO must ensure that strong company culture follows the same plan by expressing goals through corporate values/beliefs and guiding activity via shared assumptions and group norms.

When small business owners effectively integrate strategy and culture they have the power to turn a small business into a prosperous enterprise.

Culture the tacit social order of an organization

Culture is a subtle yet powerful force that can have a profound effect on an organization. It is often intangible and difficult to detect, yet it acts as the social order which shapes behaviors and a positive attitude in a myriad of ways.

Even though it is not always visible, existing culture permeates everything within an organization, being both enduring and pervasive.

Its implicit nature is compounded by the fact that its key characteristics have been shaped over time by evolutionary processes. Understanding the intricacies of one’s organizational culture can greatly contribute to overall success or cause difficulties if left unchecked.

Shared, Pervasive , Enduring and Implicit

Recent research has determined that small business owners, startup entrepreneurs, CEOs and CMOs must consider four key attributes to the success of their operations. Through a synthesis of literature from authors such as Schein, Schwartz et al., it is clear that small business operations must strive for Shared beliefs – imbuing a sense of belonging to the group across all levels;

  • Pervasive culture – encouraging growth at multiple organizational levels beyond small business boundaries.

  • Enduring impact – creating a self-reinforcing virtuous cycle.

  • Implicit influence – utilizing subliminal yet instinctive behaviors to engender trust and loyalty in customers.

  • Understanding these four intrinsic factors are essential for small businesses’ ultimate success.

Eight distinct cultural style

Startup entrepreneurs often take pride in their corporate culture, which is typically result-driven. Now more than ever, an organization’s leadership team needs to recognize the importance of core values and how they play into the larger picture of their culture.

As a result, eight distinct styles were identified along two dimensions – people interactions and response to change – that can outline startup entrepreneur’s or a corporate leaders’ values. These will be instrumental in determining any future successes or challenges for both startup entrepreneurs and established businesses alike.

A strong company culture emphasizes encourages teamwork, trust, and respect.

Failure cultures typically fail to foster an environment of collaboration and understanding. On the contrary, a culture which promotes caring and order has been shown to be very effective in promoting team-oriented core values such as trust and respect.

It sets a precedent that encourages employees to look out for each other, solve any issues they come across together, and create a workspace where everyone can be successful. With this kind of work culture in place, employee morale is increased as it builds a sense of unity among staff members.

The benefits of concentrating on a specific niche are far-reaching. Having employees devoted to the same area not only breeds strong loyalty and a sense of unity, but encourages talent retention as well.

Without being diverted by wide-ranging interests, workers can use their specialized skills to focus more solely on the company’s goals, with little potential for conflict from competing agendas.

This creates greater engagement among staff, allowing them to optimize their abilities while contributing meaningful work in an environment they are passionate about – ultimately providing long-term rewards for employers and employees alike.

Groupthink or reliance on consensus-based decisions can have positive and beneficial effects when used appropriately. However, if this approach is taken too far it can result in the suppression of individual creativity and valuable viewpoints. This in turn can lead to undermined decision making, which could hurt an organization or project in the long run.

Organizations must carefully consider the effects that these approaches have on their ability to solve complex problems by taking into account a wide range of perspectives and opinions. In addition, it is important for members to be aware of potential groupthink pitfalls and how to mitigate them in order to foster innovation and diversity in thought.

Leaders can use cultural strengths to initiate change

As a leader, utilizing cultural strengths can be a great asset when attempting to facilitate change. To this end, engaging and involving team members in the process of altering operations can ensure that changes are accepted and adopted more quickly than if imposed upon them without any kind of input.

In addition, identifying an “insider” who has earned trust from their peers can be immensely helpful in allowing them to advocate for the cause from within the team, further ensuring successful change is implemented smoothly.

Furthermore, a collaborative approach encourages creative problem-solving, fosters stronger bonds within the team, and inspires accountability amongst members.

A strong corporate culture can have a profound impact on business outcomes, especially when it is mission-aligned with strategy and leadership. As evidenced by companies with powerful innovation cultures of collaboration and focus, robust economic growth and customer service awards are common results.

Conversely, a misaligned corporate culture can produce the opposite effects, such as resistance to changes or new innovation initiatives, as well as increasing susceptibility to takeover attempts. In both cases, it unmistakably shows that understanding the power of culture can be instrumental in achieving the best possible results for any company.

Levers to change and adapted your corporate culture

An organization’s culture can be defined as the core values, beliefs, and behaviors that are held by its members. It includes the shared attitude of the organization’s employees and how they interact with each other.

As an organizational leader, it is important to articulate and instill a desired culture in order to ensure that everyone is on the same page.

Doing so will create consistency within the company, promote a productive work environment, and ultimately lead to success. Let’s take a look at a great example how many leaders go about articulating the desired culture for their organizations and create direct impact.

Steps for Articulating Desired Culture

The first step for articulating a desired culture is selecting and developing leaders who will align with this vision.

Leaders play an integral role in setting expectations for behavior throughout the organization and demonstrating how to meet those expectations. They also serve as role models for others in the organization by displaying behavior that reflects the desired innovation culture.

Through their actions—both intentional and unintentional—leaders set the standard for what is acceptable in terms of conduct within their organizations.

Once leadership has been selected, it is important to underscore its importance through conversation.

This entails discussing what behaviors are expected of all team members, such as collaboration or respect for one another’s ideas, and reinforcing these core values on a regular basis. Leaders should regularly discuss these expectations both formally (in meetings) and informally (during breaks or lunch).

This dialogue helps to ensure that everyone understands what is expected of them as part of their job responsibilities as well as how they should act when interacting with each other on a day-to-day basis.

Reinforcing and Adjusting Targeted Culture

In addition to selecting leaders who align with your target innovation culture, it is also important to reinforce these values through performance management practices such as performance reviews or coaching conversations.

It is also important to provide training programs that help employees understand how their actions contribute towards meeting organizational goals or objectives related to customer service or quality improvement initiatives.

Finally, it may be necessary to adjust certain aspects of your organization’s structure in order to better support cultural evolution — such as reconfiguring teams or departments — which can help foster collaboration among different teams or encourage more creative thinking across departments and higher employee retention.

Creating A Safe Climate For Change

Finally, creating a safe climate for change requires recruiting candidates who fit into your cultural aspirations — meaning those who understand your mission statement and share similar values — while also engaging frontline employees in dialogue regarding decisions being made at higher levels within your organization so they feel heard by those leading them day-to-day operations.

Dialogue between senior managers and frontline employees will help build trust between them while also providing insight into potential areas of improvement that could further strengthen your organizational culture moving forward..

Creating an organizational culture requires thoughtful consideration from leadership on what type of environment they want their teams working in every day; however, once articulated it must be reinforced through conversations, performance management practices, training initiatives, recruitment strategies, etc., if you expect it become ingrained within your company’s DNA over time – fostering successful outcomes for all stakeholders involved!

How a strong company culture will impact employee retention

Companies that cultivate a corporate culture that empowers innovation will have great success in retaining employees. In environments where creativity and individual ideas are encouraged, employees are more likely to stay motivated and engaged with the company’s mission and high employee happiness

By allowing employees to express their opinions and take part in decision-making processes, a company can create an atmosphere of ownership that promotes loyalty towards the organization.

Additionally, encouraging collaboration amongst employees gives them an opportunity to learn from each other and discover new ways of problem-solving, which leads to higher morale and less burnout.

Investing in driving innovation through creative problem-solving not only leads to greater employee retention but also helps drive competitive advantages for the business in the long run.


Leaders have the formidable task of maintaining organizational viability and effectiveness through a combination of strategy and culture. Organizational Culture is the social order of an organization that shapes attitudes & behaviors; it’s shared, pervasive, enduring, and implicit.

A focus on caring and order encourages teamwork, trust, and respect which has benefits such as strong loyalty and high levels of engagement, and employee retention.

When aligned with strategy & leadership a strong culture drives positive outcomes; when misaligned it can lead to takeover attempts or stifling innovation/change efforts. Do you think your great company culture is driving positive outcomes?


Leave a Comment

Your email address will not be published. Required fields are marked *

Scroll to Top