Why Culture Cannot Be Delegated

Sometimes, two different ideas seem to challenge each other. You’ve probably heard me say that everyone has a role in managing the culture of the organization. You’ve also heard me say that you can’t delegate culture.

Let’s explore these distinctions so you can understand this concept clearly. Yes, everybody needs to understand that they’re responsible for the culture. 

When they see someone acting outside the cultural guidelines, they need to be able to say, “That’s not how we do things here at ABC Bank,” so that everyone understands they are in charge of the culture. That said, culture cannot be delegated. The CEO and the executive team are 100% responsible for driving the cultural systems within the organization. They must ensure alignment, that team members match the organization’s values and behaviors, acknowledge those who embody these values, and talk to those who do not, reinforcing how things should be done. 

Delegating this to a culture committee is not effective. I’ve spoken to probably 100 people on culture committees, and when I ask how it’s going, they often say, “We meet every Tuesday, but it’s not going well.” Culture committees alone don’t get it done. Cultural systems driven by the executive team, perhaps executed by others, can be effective. Always work with people who have their information in order. If someone hasn’t driven and changed culture within an organization radically and sustainably, then merely putting them on a committee isn’t going to accomplish the task. 

Their intentions are good, but the world doesn’t revolve around a bunch of do-gooders. It thrives with those who bring mastery and excellence. The only way to be a Top Five Percenter™ is to understand what needs to be done and how to implement it with perfection, ensuring predictable results. Why? Because we follow the only system proven to work. 

To your continued success, 

Roxanne Emmerich 

Please watch the video above and share it with your exec team and board.