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Chicken vs. Egg; Culture vs. Values PDF Print
Articles - Culture
Written by Administrator   
Friday, 01 August 2008 00:00
Saying an organization is a "Common Good Corporation" says something about its values and its culture. That's why our first post here listed RHD's values. The Common Good Corporation book tells stories and recounts some history, heroes, rituals and celebrations of RHD. It also talks a fair amount about managing money and about how The Common Good Corporation relates to money and uses money in some uncommon ways. The result is a portrait of the culture of an organization that is a different (and sometimes uncomfortable) experience for its stakeholders.

What is the connection between the culture and values? Does one create or cause the other? Are the culture and values fixed or should they be open to change? Do they change together or should change in one lead the other?

While it's a fairly easy thing to post a list of values for an organization (and they are framed and posted throughout RHD's offices), it's tougher to put "what is culture" into words.

Culture is the experience, perhaps "the reality" or the "manifestation", of the values. It is what members of the organization see and hear and feel. That experience should correspond to the values of the organization. If it doesn't, the values will seem hollow.

The grand experiment of The Common Good Corporation is about living up to explicitly stated values and growing a financially muscular corporation. The book's subtitle proclaims "The Experiment Has Worked!" The book reflects on almost four decades of conducting that "experiment" of valuing both profit making and a social agenda.

Is such an "experiment" rare? Does it require a particular value or set of values to work? What value or values are essential? Does it require a particular kind of culture to work? Where does "culture" come from? Was RHD just lucky to have worked? Chime in via comments with your ideas.
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I was at a meeting of the Citizen Advocates
written by Bob Fishman, August 19, 2008
a few days ago and one of the members asked about challenging a leader who, she felt, was using his power to say "my way of the highway". As the CEO I again reminded those present that we never empower people in this corporation to use power that way. And if this leader is doing that then someone, including the head of the Citizen Advocates, needs to talk to that person to let them know they are giving that impression to staff, and either help them to get the help to stop giving that impression or get their supervisor involved in checking out the situation.

I wonder what your corporation provides for challenges to leaders who act as though their opinion is the only one that counts?
I love the fact that RHD thrives
written by Tieasha Goldman, August 19, 2008
off of the values but I too have to sit back and wonder how many people live by them. I myself never really liked to be in a position of power for that very reason I am open to peoples opinions and I never think that everything has to be my way. I really like the values as I said but I dont like the fact that although it is said that we should live by them, many people do not.
I understand your concern
written by Bob Fishman, August 19, 2008
about having power, when you see so many examples of people who abuse the power they have. But I've realized that. for me, since I always wanted to challenge the way that power was mis-used, I should work on setting another example of how power can be used. RHD is an experiment in action and it provides me and others the chance to use power with respect and empowerment (when we're at our best). I welcome people such as you, to use your power with awareness and respect for other views. I know it works most of the time and I also know that I don't want to stop trying because many other people don't even try to live by these values. welcome to the group.
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