The Difference Between Culture & Exponential Culture

I’m exploring (and expanding on) the meaning of culture, how it becomes exponential and why it matters.

Culture is culture. If we look at what culture is,  it comes down to the way that people behave.

It’s the values that we hold as a collective. It’s the purpose behind that which brings us together.

Exponential culture Allows people to express their potential

And there are many layers to what this actually is and how you can translate this into value.

If you look at a traditional or legacy organisation, you’ve got an organisation that runs through central command. It has a strong basis in command-control, where information flows up to the top of the organisation, and decisions get made by a central point of contact.

Obviously, as we move into a more and more decentralised world, we’re starting to understand the central point of failure.

 Exponential culture is the opposite, where we take information, push it as far across the organisation as we can, and allow people to get together as teams to solve very specific problems. At speed.

But this means they’ve got to have a sense of maturity about themselves. A sense of accountability. And a sense of responsibility. 

It isn’t just about doing a job. 

You’re doing something that is important to you. You’re doing something that is valuable and adds meaning to people’s lives.

I see it as more people-orientated. 

It’s a culture that allows people to express their true potential by leveraging their capability. 

And if we think about this principle of capability,  in most organisations, you sit back and chill and you don’t really have to perform to your best ability. Exponential culture is very much based on how you as an individual leverage yourself. 

How do I turn my 1:1 input-output ratio to 1:5, 1:20, or greater? That’s what defines the idea of an exponential culture. 

It’s very much centred on self-responsibility and accountability. 

Certainly for me as a CEO, exponential culture makes my job a lot easier to manage, because it translates value into the organisation and the people experience value in their daily lives. Which is a great thing.

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