Why Culture Strategy Is The Key To Future-Proofing Your Company
Written by Mykella Auld, Leadership and Culture Coach
Mykella Auld, M.Ed., is a pioneering thought leader in organizational culture and leadership. As the Founder and Executive Coach of Culture and leadership at The Work Well Studio, she propels organizations toward psychologically safe, equitable cultures prioritizing well-being and belonging.
Culture is what makes or breaks the success of a company. Culture makes or breaks retention, innovation, satisfaction, and productivity. Workplace culture is not a new concept, but it has been gaining attention over the last few years. As culture is taking up more space in conversations around work the idea of culture strategy has also grown in awareness and popularity. Culture strategy is arguably the most important area of focus for the future of work. As a result the role of culture strategist is going to become more common.
What is a culture strategist?
A culture strategist isn’t just about creating a pleasant work environment; they are about designing a culture that drives innovation, engagement, retention, satisfaction, productivity, and growth. They work closely with leadership and employees to embed cultural elements into every aspect of the organization–from hiring practices to performance management, and from leadership development to everyday decision-making.
A culture strategist shapes, nurtures, and evolves an organization’s culture. They focus on aligning the values, beliefs, and behaviors of a company with its overall strategic goals
What are titles and roles that often do this work?
Culture strategy isn’t always encapsulated in a single job title. The work is often spread across various roles, including Chief Culture Officer, Director of Organizational Development, Head of Employee Experience, and even Chief People Officer. In smaller organizations, this responsibility might fall under the Human Resources department or even the CEO themselves.
Other titles that might engage in culture strategy work include Organizational Psychologist, Employee Engagement Specialist, and Diversity, Equity, Inclusion Officer.
Regardless of the title, the underlying focus is on cultivating an environment where the company’s values are lived and breathed by every employee.
We have heard this term lately –but what does it mean?
The rise of the culture strategist reflects a broader understanding of the importance of organizational culture in achieving business success. As companies face increased competition, rapid technological changes, and a younger workforce, the need to create an engaging and innovative culture has never been more critical. The culture strategist’s role has become more prominent as businesses recognize that culture isn’t just a “nice-to-have” but a critical driver of performance. A strong, well-aligned culture can lead to higher employee satisfaction, lower turnover, increased innovation, and ultimately, better financial performance.
Why is culture strategy important?
Culture strategy is essential because it acts as the glue that binds an organization together. It aligns the workforce with the company’s goals, fostering a sense of belonging and purpose.
Culture strategy is crucial for attracting and retaining talent. In today’s job market, employees are looking for more than just a paycheck—they want to work in environments where they feel valued, respected, and part of something bigger than themselves. A strong culture can be a key differentiator in attracting top talent.
3 ways to prioritize culture strategy
Invest in co-creation models: Establish collaborative decision-making across all levels of the organization. Co-creation models ensure employees have the space to participate in shaping the company, ensuring that voices at all levels are heard and reflected in the workforce's values and needs. This inclusive approach can lead to more sustainable and impactful cultures of belonging.
Conduct a culture audit: Regularly assess the state of your organization’s culture. A culture audit helps to identify gaps between the desired culture and the current reality. By understanding these gaps, you can take targeted actions to align your culture with your strategic goals, ensuring that it supports rather than hinders your progress.
Identify culture priorities within the organization’s strategic plan: Integrate culture into your strategic planning process. Identify specific cultural priorities that align with your organization’s long-term goals. This could include enhancing employee engagement, promoting diversity and inclusion, or fostering innovation. By embedding culture into the strategic plan, you ensure that it remains a priority at the highest levels of the organization.
As the workplace continues to evolve, the importance of culture strategy cannot be overstated. Embracing culture strategy is not just a trend; it's a necessary step toward building resilient, innovative, and successful organizations for the future.
Ready to take the next step? Help drive organizational innovation with a customized leadership and culture strategy for your organization using our research backed models. Available leadership coaching, culture audits, culture strategy development, and equity and belong framework design to contribute to the overall thriving of individuals and communities. Mykella invites readers to join her in making 2024 the year of personal and professional well-being.
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Mykella Auld, Leadership and Culture Coach
Mykella Auld, M.Ed., is a pioneering thought leader in organizational culture and leadership. As the Founder and Executive Coach of Culture and leadership at The Work Well Studio, she propels organizations toward psychologically safe, equitable cultures prioritizing well-being and belonging. A culture strategist and equity advocate, Mykella, empowers organizations through critical thinking and relationship-building. Rooted in her experience as a lead researcher and author, on best practices in practical applications for Trauma-Informed and Anti-Racist social emotional development. She is committed to sparking transformative change.
