Leadership & Workplace Culture · Curiosity & Self-Awareness
People and Performance: Four Organizational Cultures
A people-and-performance framework for discussing caring, integrative, apathetic, and driver cultures—and asking whether employees and leadership see the same organization.
People and Performance
FOUR ORGANIZATIONAL CULTURES
A simple framework to start better conversations about culture. Where your organization lands depends on what you prioritize, what you reward, and what actually happens when the pressure is on.
Caring Culture
People come first, but performance gets less attention.
Are we supportive but avoiding the hard conversations about results?
Integrative Culture
People and performance both matter, and are intentionally balanced.
PEOPLE · PURPOSE · PERFORMANCE
Do we hold high expectations while building a culture where people thrive?
Apathetic Culture
Neither people nor performance are a priority.
Are we checked out, reactive, and running on autopilot?
Driver Culture
Performance comes first, and people take a back seat.
Are we achieving results at the expense of our people and the long-term health of the organization?
People Orientation: Weak to Strong. Performance Orientation: Weak to Strong.
Where does your organization land?
It’s not a label. It’s a conversation.
The real question is, would the people doing the work put your organization in the same quadrant as leadership?
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Personal reflections by Lynn Cirillo. About this writing.