How to Evaluate a Company’s Culture

When I was a consultant at Price Waterhouse, I worked for a time in Mergers & Acquisitions. Not the deals, the actual coming together after the deal was signed, the integration. It was all about managing the human aspect. Could two cultures come together?

When I moved onto large strategy projects, much attention was made to the organizational chart. I learned there is the organizational chart on paper, the one that is promoted, and there is the one that shows how the organization actually worked (the one I had to figure out).

For the past 7 years, my brand strategy work has been mostly executive coaching (as much as I hate the term, “coaching”). I contend 25% of my work has involved the process of branding and 75% has been helping, directing, influencing, and bolstering the thinking and decisions of management.

This experience has produced a single insight…business is all about human psychology. I know, that is not earth-shattering but put it this way, every human is fallible. Every business is made up of humans. Businesses are, therefore, fallible, imperfect, flawed. And here is a branding secret, that is what makes them great.

Enough. I am rambling. What I want to get to, is the criteria for evaluating a company’s culture. This will help career seekers. It will direct and ease mergers and acquisitions. It will help clients pick providers and providers seeking clients. It is the way to calculate connection and fit.

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