BUSINESS BRAINS

Does your business have a 'shadow culture' (and how to fix it)

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Episode notes

In the ever-evolving landscape of the modern workplace, understanding and managing organisational culture has never been more crucial.

Rachel Bennett, an HR and organisational development professional, joins us to explore the intriguing concept of ‘shadow cultures.’ Rachel, the founder of HR Fusion and author of the book Shadow Cultures, provides a deep dive into these unseen dynamics that can significantly impact an organisation’s success.Shadow cultures, as Rachel describes, are the disconnects between what is said and what is actually done within an organisation.

 These hidden dynamics often manifest in various ways, from recruitment processes that don’t align with the actual work environment to management behaviours that contradict stated company values. Rachel explains that naming these shadow cultures makes them more tangible, allowing organisations to recognise and address them effectively.

One of the key points Rachel discusses is the role of leadership in shaping organisational culture. She emphasises that people often look to the executive and directors to set the tone. If there is a misalignment at the top, it can create a ripple effect throughout the organisation. Policies and procedures also play a critical role; they must be written in a way that supports the desired culture.

Rachel shares fascinating case studies, including a company that successfully transformed its culture by refurbishing its office space to foster collaboration and inclusivity. This contrasts sharply with organisations that have not recognised their shadow cultures, leading to toxic environments that derail projects and demoralise employees.

Generational differences in the workplace also come under the spotlight. Rachel points out that younger employees, like her 19-year-old son, often crave social interaction and mentorship, which can be challenging in a hybrid working model. Companies that understand and adapt to these needs are more likely to attract and retain top talent.

The latter part of Rachel’s book provides a six-stage tool for cultural transformation, offering a step-by-step approach to effecting change. This methodical process is designed to help organisations tackle shadow cultures incrementally, rather than attempting an overnight overhaul.

As the world of work continues to change, Rachel’s insights are invaluable for any organisation looking to stay ahead of the curve. By recognising and addressing shadow cultures, companies can create a more inclusive, collaborative, and ultimately successful workplace.