Organisational culture and its pitfalls

Johnnie Moore

Johnnie Moore

I’m Johnnie Moore, and I help people work better together

Keith Sawyer says you should avoid recruiting people who “fit your culture” if you want to support innovation.

We know from creativity research that the most innovative teams have cognitive diversity. That means that each person has a different set of ideas, practices, and knowledge. This drives innovation, because the most creative ideas combine very different ideas. If everyone in the group has the same cognitive material inside their skull, they won’t make those “distant combinations” that result in breakthrough creativity.

I’d add that it’s easy to talk about an organisation’s culture as if it’s some fixed thing, creating the comforting illusion that if we act on it in a certain way, it can be controlled. A lot energy gets wasted on cultural change programmes.

I prefer Nancy Dixon’s notion that culture is localised: individual groups within the organisation create their own cultures. The culture of the whole organisation, if it can be said to be a thing at all, emerges from those. Perhaps the best way to influence culture is to notice the little opportunities for change in each little conversation we have.


Share Post:

Share on facebook
Share on linkedin
Share on twitter
Share on email

Stay Connected

More Updates

Grit and pearls

Grit before pearls

Ben Schott has a go at the paradoxical blandness of supposedly disruptive startups: Welcome to your bland new world. It’s easy to get stuck in