Why Organizational Culture is Equally, If Not More, Important Than Strategy

In the words of Peter Drucker, "Culture eats strategy for breakfast." This succinct yet profound observation highlights a truth that is often overlooked: no matter how well-designed your strategy is, it will falter in the face of a toxic or misaligned organizational culture. Strategy provides the roadmap to success, but culture propels the organization forward. Without a healthy culture, employees are unlikely to feel connected to the mission and vision, and the organization’s potential will remain unrealized. 

The Intersection of Culture and Strategy

Strategy is vital for setting goals, defining priorities, and allocating resources. It is, in many ways, the blueprint for an organization. But culture is the lifeblood—it gives meaning to the work, fosters collaboration, and ensures that employees feel valued and aligned with the organization’s purpose. When culture and strategy are aligned, the results can be transformative. However, even the most innovative strategy will struggle to gain traction when culture is ignored.

Consider the library or higher education setting. Institutions of learning operate in an environment of constant change—evolving technologies, shifting student needs, and fluctuating budgets. A healthy organizational culture can help staff navigate these challenges with resilience and creativity. It fosters trust, encourages open communication, and creates a shared sense of purpose that drives engagement and innovation. On the other hand, a toxic or disengaged culture can lead to high turnover, burnout, and missed opportunities, regardless of how visionary the strategy might be.

The Importance of Employee Connection

At the core of any thriving culture is employees' connection to the organization’s mission and vision. People want to feel that their work matters, that their contributions are valued, and that they are part of something bigger than themselves. When employees understand and align with the organization’s goals, they are more likely to go above and beyond in their roles.

Achieving this connection requires intentional effort. Leaders must invest in building trust, fostering inclusivity, and creating opportunities for meaningful collaboration. A robust culture also prioritizes employee well-being, ensuring that people feel personally and professionally supported. Without these elements, even the most compelling strategy will fail to inspire sustained commitment.

Culture, Strategy, and the CALM Framework

In an earlier post, we introduced the CALM framework—Communication, Adaptability, Learning, and Management—which provides a structured approach to fostering a strong organizational culture, particularly in library leadership and higher education. Each component supports the idea that culture is as important as strategy:

1. Communication: The Foundation of Connection
   
   Effective communication is the cornerstone of any healthy culture. Leaders must clearly articulate the organization’s mission, vision, and strategic goals in a way that resonates with their teams. This is not simply about disseminating information; it’s about fostering dialogue and creating a sense of shared ownership.
   
   The CALM framework emphasizes the importance of tailoring communication to different audiences. For instance, when managing up, leaders need to frame their goals and achievements in ways that align with the priorities of higher administration. Internally, they must ensure that employees understand how their individual roles contribute to the broader mission. Transparent and empathetic communication builds trust and reinforces a culture of inclusion and respect.
   
   
2. Adaptability: Thriving Amid Change
   
   Change is inevitable, particularly in sectors like libraries and higher education. Organizations with adaptive cultures are better equipped to navigate uncertainty and embrace new opportunities. Adaptability requires a mindset of openness and flexibility—qualities that leaders can model and cultivate within their teams.
   
   Through the CALM framework, leaders are encouraged to align their strategies with evolving institutional priorities. This might involve pivoting resources to support a new campus initiative or adopting new technologies to enhance student services. A culture that values adaptability fosters resilience and ensures that employees are prepared to tackle challenges creatively.
   
   
3. Learning: A Culture of Continuous Improvement
   
   Continuous learning is critical for staying relevant in today’s fast-paced environment. Organizations that prioritize professional development and encourage curiosity are better positioned to innovate and grow.
   
   The CALM framework underscores the importance of fostering a learning culture. This might involve providing access to training programs, encouraging cross-departmental collaboration, or creating opportunities for employees to share knowledge and ideas. By investing in learning, leaders signal that growth is a shared priority, which strengthens engagement and motivation.
   
   
4. Management: Balancing Internal and External Demands
   
   Strong management practices are essential for aligning culture and strategy. This involves not only managing day-to-day operations but also balancing the needs of employees with the expectations of higher administration.
   
   The CALM framework offers tools for managing this balance effectively. By setting clear goals, providing regular feedback, and fostering a sense of accountability, leaders can ensure that their teams remain focused and aligned. At the same time, they must advocate for their staff and create an environment where people feel supported and empowered to do their best work.

Why Culture Precedes Strategy

The CALM framework reinforces the idea that culture must come first. Without a foundation of trust, communication, and shared purpose, strategic initiatives are unlikely to succeed. Employees need to feel that their voices matter and that their efforts are contributing to a greater good. When leaders prioritize culture, they create an environment where strategy can thrive.

A striking example of this principle can be found in organizations that have successfully weathered crises. During times of uncertainty, culture becomes a stabilizing force. Organizations with strong cultures are better equipped to maintain morale, adapt to changing circumstances, and emerge stronger on the other side. In contrast, organizations with weak or toxic cultures often struggle to maintain cohesion and focus, leading to disengagement and missed opportunities.

Conclusion

Organizational culture is the invisible force that shapes how strategies are implemented and experienced. By fostering a culture of trust, adaptability, and continuous learning, leaders can ensure that their strategies not only succeed but also resonate deeply with their teams. The CALM framework offers a powerful roadmap for aligning culture and strategy, enabling organizations to thrive in an ever-changing world.

Suggest Reading

To deepen your understanding of organizational culture, strategy, and the CALM framework, we recommend reading the following:

1. Abbajay, Mary. Managing Up: How to Move Up, Win at Work, and Succeed with Any Type of Boss. Wiley, 2018.
2. Brown, Brené. Dare to Lead: Brave Work. Tough Conversations. Whole Hearts. Random House, 2018.
3. Coyle, Daniel. The Culture Code: The Secrets of Highly Successful Groups. Bantam, 2018.
4. Lafley, A.G., and Roger L. Martin. Playing to Win: How Strategy Really Works. Harvard Business Review Press, 2013.
5. Rumelt, Richard P. Good Strategy Bad Strategy: The Difference and Why It Matters. Crown Business, 2011.
6. Sinek, Simon. Leaders Eat Last: Why Some Teams Pull Together and Others Don't. Portfolio, 2014.