Understanding and shaping organizational culture is crucial for the success of any startup. The Cultural Web Model, developed by Gerry Johnson and Kevan Scholes, provides a framework for analyzing and understanding the complex and often intangible aspects of organizational culture.

This model helps identify the underlying assumptions, values, and behaviors that influence how an organization operates. Here’s a detailed overview of the Cultural Web Model, real-world examples, and how to apply it to your startup.

Overview of the cultural web model

The Cultural Web Model is a tool for analyzing and understanding the culture of an organization. It breaks down the concept of organizational culture into six interrelated elements:

• stories: These are the narratives shared within the organization, reflecting its values and norms.
• rituals and routines: These are the daily behaviors and practices that characterize the organization’s culture.
• symbols: These include logos, office layout, dress code, and other visual representations of the organization’s culture.
• organizational structure: This refers to the hierarchy and reporting relationships within the organization.
• control systems: These are the mechanisms for monitoring and controlling performance, such as performance metrics and management systems.
• power structures: These are the sources of power and influence within the organization.

Analyzing organizational culture with the cultural web

stories

• definition: Stories in an organization are the narratives about its history, successes, failures, and key figures. They shape and reflect the culture by highlighting what is valued and how things are done.
• real-world example: At Google, stories about innovative projects and successful ventures like Google Search or Google Maps are widely shared. These stories reinforce the company’s emphasis on innovation and creativity.
• application for your startup: Share stories of your startup’s milestones, challenges overcome, and successful projects. Use these stories to reinforce the values you want to instill in your team and to build a culture that celebrates achievement and resilience.

Rituals and routines

• definition: Rituals and routines are the regular practices and ceremonies that define daily life in the organization. They include meetings, celebrations, and specific ways of conducting business.
• real-world example: Zappos is known for its strong customer service culture, which is reflected in its rituals, such as customer service training programs and company-wide celebrations of employee achievements.
• application for your startup: Establish regular team meetings, performance reviews, and social events to reinforce your company’s values and ensure consistent communication and cohesion among your team members.

Symbols

• definition: Symbols are the visual representations of the organization’s culture. They include logos, office design, and dress codes that convey messages about the organization’s values and identity.
• real-world example: Apple’s minimalist office design and sleek product aesthetics reflect its commitment to innovation and simplicity. The iconic Apple logo is a symbol of the company’s brand and culture.
• application for your startup: Develop a brand identity that reflects your startup’s values and culture. This includes designing a memorable logo, creating an inspiring office environment, and establishing a dress code that aligns with your company culture.

Organizational structure

• definition: Organizational structure refers to how roles, responsibilities, and reporting relationships are organized within the company. It can significantly impact the culture by influencing communication patterns and decision-making processes.
• real-world example: Tesla’s flat organizational structure promotes rapid decision-making and innovation, aligning with its culture of speed and agility.
• application for your startup: Design an organizational structure that supports your startup’s goals and culture. Consider whether a flat structure or a more hierarchical approach is best suited to your team’s needs and the culture you want to foster.

Control systems

• definition: Control systems include the mechanisms used to monitor and regulate performance, such as performance metrics, reward systems, and feedback processes. They reinforce cultural values by aligning behaviors with organizational goals.
• real-world example: Netflix uses a performance management system that emphasizes freedom and responsibility, with a focus on individual performance and accountability. This system supports its culture of high performance and innovation.
• application for your startup: Implement control systems that reinforce your startup’s values and objectives. This could include performance reviews, incentive programs, and regular feedback sessions that align with your company culture.

Power structures

• definition: Power structures are the sources of influence and authority within the organization. They determine who makes decisions, who influences others, and how power is distributed.
• real-world example: In hierarchical organizations like traditional banks, power is concentrated at the top levels of management. In contrast, more decentralized organizations like Spotify empower teams to make decisions and drive innovation.
• application for your startup: Assess the power dynamics within your startup and ensure they support your desired culture. Consider how decisions are made, who holds influence, and how power is distributed to align with your startup’s values and goals.

Applying the cultural web model to your startup

1. identify current culture: Begin by mapping out the six elements of the Cultural Web Model in your startup. Gather input from team members through surveys, interviews, and observations to understand the current culture.
2. analyze alignment with values: Compare the current cultural elements with your startup’s core values and goals. Identify any mis-alignments or areas where the culture may not support your objectives.
3. develop an action plan: Based on your analysis, create an action plan to address any cultural gaps. This may involve changing rituals and routines, updating symbols and office design, or adjusting control systems and power structures.
4. implement changes: Start implementing the changes outlined in your action plan. Communicate these changes clearly to your team and involve them in the process to ensure buy-in and alignment.
5. monitor and adjust: Regularly review and assess the impact of the changes on your startup’s culture. Gather feedback from your team and make adjustments as needed to ensure the culture continues to support your startup’s goals and values.

Conclusion

The Cultural Web Model provides a comprehensive framework for analyzing and understanding organizational culture. By examining the elements of stories, rituals and routines, symbols, organizational structure, control systems, and power structures, you can gain valuable insights into your startup’s culture and make informed decisions to shape it effectively. Applying this model helps create a culture that aligns with your values and supports your startup’s growth and success.