Culture making process is like a dealing with a Black-box.

Many companies are hiring consultants and take their help to build a desired company culture. CEOs and Consultants are spending time to figure out the 'Why' and 'How' of the resultant outcome.

It would not be too much to say that Culture-making is like a dealing with black box.

Black box is a process or system of which we only know its inputs and outputs.

We really don’t know anything about its internal processing, what it does internally with input and how it manipulate it to provide the black box’s output.

I guess, this is exactly how culture making works. Although, culture making is a process but we as organizational leaders can not easily control it.

We can only feed the inputs and monitor the resulting outputs.

The inputs we would process are the people we hire, the direction we give, and the values we impart to them as leaders.

And the outputs we can experience include behavior, performance, and willingness to stay longer with organization.

Howsoever, smart, able and effective leader we may be, we cannot control what is happening inside that black box.

We can’t change how our team interacts and responds to our inputs.

Hence, all of our efforts for growing and changing culture must be necessarily to be focused on the inputs that are in our control.