Culture is one of the two most used words in exit interviews. It is also a common reason behind failures of companies of all sizes. However, it feels like although everyone knows what culture is, when it comes to building a culture that supports organisational growth, many believe that this “fluffy” concept just evolves as the start-up grows. This is a wrong and risky assumption. Culture is a product of leadership and management; it can and should be proactively lead. It doesn’t cost money, nor requires resources, yet this does not mean cultures should be ignored.

The risks of getting culture wrong are too big! For every start-up, the window of opportunity is too small to ignore culture and let it evolves to whichever direction it takes. By not taking an active part in leading your start-up’s culture, you are building the path for its failure.

The role of culture in start-ups is so important and yet, so heavily misunderstood that I have decided to dedicate a series of posts for this concept. Over the next few weeks, I will cover the following topics, all with practical advice for start-ups:

  • Cultural complexity– what is culture? Why is culture important? What types of cultures evolve in start-ups?
  • Cultural threats– what is “bad” or “wrong” culture? What it could lead to? What are the signs to watch for?
  • The opportunities– What types of culture support start-ups success and growth? What opportunities cultures generate?
  • Building the culture of your start-up– How to proactively design, build and maintain the culture of your start-up.
  • When the culture is wrong– How to identify the signs that the culture of your start-up doesn’t support its success and growth? What should you do when the culture is wrong?

Want to get you start-up culture right? – Follow me on LinkedIn or Twitter to ensure you receive these short posts full of practical advice.

Want to share your thoughts about culture and start-up? I would love to hear from you.