Iceburgs…

“Culture eats strategy for breakfast” – Peter Drucker

If Edgar Schein isn’t the Godfather of Organizational Culture, I don’t know who is.  Schein’s model breaks culture into three parts, which I would break further down into what we show, what we say, and what we do (think & feel).    I love Schein’s model, which is depicted as an iceberg with most of the culture under the water and unseen. I have also heard this described as the water in a fish tank isn’t seen by the fish. 

A brilliant academic undertaking, and a curious guys understanding floating in the same sea.

A few months ago, I was having a conversation with a lady whose husband is a pastor of an underground church in China.  As we were speaking, she told me that she thought it was easier to be a pastor in China than in the United States.  Given the religious liberty we have here, I was surprised by her statement and asked her to elaborate on her thoughts.  She thought for a bit and then, through the translator, said, “In China, the sheep listen to the shepherd.” Wow, her comment wasn’t what I expected but as I thought for a moment. I told her that it made sense.  I realized that she was living in a culture that had practiced honor and shame for several thousand years. Here in the States, we have a culture that is about 300 years old and has been shaped and built by people who didn’t want to submit and wanted the freedom to be individuals.

Schein helped me see this culturally, explaining that our underlying thought or belief that meetings are a waste of time “derives much from our pragmatic rugged individualism.”  In leadership, it’s hard to understand the culture of our teams and organizations because it’s hidden below the surface. However, we must understand that culture has so much to do with what we achieve and accomplish.

Daniel Coyle, in his outstanding book Culture Code, helps leaders like us navigate the icebergs of culture.  He states, “Successful cultures create and sustain purpose. Purpose isn’t about tapping into some mystical internal drive but rather about creating simple beacons that focus attention and engagement on the shared goal.”

Leaders, what parts of your culture are helping you, and what parts are holding you back? 

What are you doing to address what’s holding you back?