seven sins of organizational culture
In the most iconic scene in the movie "Se7en," Brad Pitt's David Mills reacts to receiving a box from the antagonist by hauntingly saying, "What's in the box?" This scene can be a gripping analogy for a CEO delving into the underside of their organization's culture. Like the suspense surrounding that fateful box, leaders embark on a nerve-wracking journey when they conduct a 360-degree internal audit of organizational culture.
So, let us unravel the seven sins of organizational culture that CEOs might encounter during this exploratory expedition.
#1 - Sloth: Apathetic Inertia
In the dark corners of an organization's culture, sloth can look like apathetic inertia. It can manifest as a lack of initiative, sluggishness, and resistance to change. CEOs can identify signals of lethargy and work to instill a culture of proactive engagement.
#2 - Wrath: Toxic Conflict and Angst
You don't have to look far to find employees dealing with toxic conflict, unresolved disputes, and perpetual angst. All of these poison an organization. CEOs can counter by fostering open communication and conflict resolution.
#3 - Greed: Self-Serving Motives
Open the box, and you will likely find pockets of greed within an organization. Team members with self-serving motives and where individual gains supersede everyone's success. The CEO's task? Incentive structures can improve the organizational ethos for a healthy balance.
#4 - Envy: Culture of Comparison
Constant comparison is an organization killer. The result is envy and creates a toxic climate. The cure is collaboration, acknowledging diverse contributions, and nurturing an environment where individual accomplishments complement the overall journey.
#5 - Lust: Unhealthy Ambition
Lust looks like unhealthy ambition with a disregard for ethical boundaries. CEOs can promote ethical leadership and a culture where success aligns with integrity.
#6 - Gluttony: Excessive Consumption
Put down the fork because gluttony isn't just about over-eating. A work culture plagued by gluttony means excessive consumption without healthy returns. CEOs should assess resource utilization and instill a culture of mindful consumption aligned with goals.
#7 - Pride: Hubris and Arrogance
The final sin is pride—a hubris breeding arrogance that hinders growth. CEOs should look for gain-seekers who impede collaboration and adaptability. Humility is crucial to a healthy organizational mindset.
Unlike David, CEOs don't have to fear what is in their box; after all, once you open it, you can do something about what you find.
