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We all agree culture is important. We all agree that ‘good culture’ should lead to better results. And yet, many struggle to actually describe what their culture is.

How then, can it be used as a driver of high-performance if we don’t understand what it is that helps us do our best work together? 🤷‍♂️

That is exactly why our focus at Open Org is about helping people & leadership teams to design & manage culture in a much more transparent, tangible way. ⚙️

The below mini-playbook summarises our core philosophy & approach to culture design & management at Open Org

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🤷‍♂️ Why Make Culture Tangible?

This is why 👇

Too many companies believe they invest in culture, have a handle on culture, and understand their culture, with an understanding that it will lead to high-performing teams.

But it does not ❌.

Why? Because too often we focus on culture at a surface level; We mean:

👉 Emotions 👉 Vibes 👉 Making employees happy

Ultimately, how work makes us ‘feel’. But that’s not culture. Our belief? 👇

💡So we decided to create our own framework to help companies design & manage culture in a more tangible, transparent & open way…

🗺️ The ‘Culture OS Framework’

This is our own take on how companies can better define, design & manage culture; the result of exposure to dozens of other well-known frameworks & diagnostics over the years, combined with a background & belief in product management and how those principles can be better applied to the people & culture realm.

🧠 Our Guiding Principles…

• Culture can and should be managed like a product
• It goes beyond values; it can and should be understood and managed at an operational level
• It’s ‘How we Work’ not ‘How we Feel about work’

♻️How Can I Use It To Design & Manage Culture?

Breaking down culture into components is just the first step 👣. How you design & manage those components is another important element that work with people teams on using something we like to call ‘The Culture Management Loop’ 👇