What is Culture?

Employee Engagement 101

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The largest GAP in any organization today is understanding the connection between how one’s actions, tasks, and processes affect others within the organization. In fact, people enter into an organization only worried about their direct tasks and processes. This fact is because they want to perform at their optimal level to prove themselves. It is a “one-for-all” mentality.

Then there are the gaps in the connection of communication, processes, systems, and performance in correlation to the VISION of the organization. So many gaps, so much need for connection, so much need for a “bridge.” This gap is where CULTURE comes in.

Culture is the values, norms, beliefs, rituals, languages, and accepted behaviors inside any company or organization. Culture is the BRAND of your organization. It also will either SAVE money and grow PROFITS, or it will COST you money and PROFITS!


In society, culture in broad terms is the social heritage of a group (organized community or society). It is a pattern of responses discovered, developed, or invented during the group’s history of handling problems which arise from interactions among its members, and between them and their environment. These responses are considered the correct way to perceive, feel, think, and act, and are passed on to the new members through immersion and teaching. Culture determines what is acceptable or unacceptable, important or unimportant, right or wrong, workable or unworkable.

In business or an organization like a club or council, culture illustrates the accepted norms and values and traditional behavior of a group. Some may say “the way a we do things around here.” Culture evolves over time by a set of collective beliefs, values and attitudes just like inside a country. Business culture will encompass as organization’s values, visions, working style, beliefs, and habits.

Culture is a key component in business and has an impact on the strategic direction of the business. Culture influences management, decisions, and all business functions from accounting to production. Business culture is its own unique dimension that includes getting off on the right foot, meetings, negotiation, formalities, social media use, internships and work placements and other elements.

We say that culture is an inexpensive way to attract and retain the most impressive talent in the industry. Of course, wages need to align with industry standards, but many employees will stay with their company if they love it and their boss.

“It’s the way we do things around here…”

Culture is the values, norms, beliefs, decisions, language, attitude, symbols, and most importantly the accepted behaviors of a group of people. Every culture has a DNA, an ethos, a tribal smell. It is a way of life that involves a reward system, practices, tradition, and rituals. Culture is passed from one generation to another through communication, symbolism, teaching /correction, and most importantly IMITATION.


  • Vision: Provides guidance about what to preserve and what to change within the organization. The vision should provide a framework to add clarity for a core ideology and envisioned future. Core ideology combines an organization’s core values and core purpose and is the glue that holds together an organization as it changes. Core values are an organization’s essential and enduring beliefs – the values it would hold even if they became a competitive disadvantage; core purpose is the organization’s fundamental reason for being. The second component of the vision framework is the envisioned future. First, a company must identify bold outcome goals; then it should put together meaningful descriptions of what it will mean to achieve them.
  • Values: What any organization stands for, the philosophy, the reason for being. An organization’s values will help to steer the organization, management, and employees in the right direction. Values can set an organization apart from the competition by clarifying its identity and serving as a rallying point for employees and processes. But coming up with strong values—and sticking to them—requires real guts. Anyone can write a list of core values and hang them on a wall. It is when the organization lives and breathes them day in and day out that builds the character of the organization. A company’s values are the core of its culture. While a vision articulates a company’s purpose, values offer a set of guidelines on the behaviors and mindsets needed to achieve that vision.
  • Practices: You’ve heard “practice what you preach.” Be an action taker instead of a talker. Whatever the values of the organization are, they must be reinforced in review criteria and promotion policies, and baked into the operating principles of daily life in the organization. There must be measurable data that shows the values being lived and stitched into every aspect of the organization. Essentially, everyone in the organization must understand and know the values, and then go on to live those values each day inside the organization in everything they do.
  • People: People are necessary within your organization culture, period. No organization can build a coherent culture without people who either share its core values or possess the willingness and ability to embrace those values. Everyone must understand and be on board with the values and the new culture. One stray can tear the walls of the new culture to pieces. Motivation to continue the consistency of the culture only lies inside the individual. They have to power to do it or not. Feeling part of a successful team is part of the engagement process. Individuals who feel valued want to contribute to the success of the organization.
  • Narrative: Every organization has a unique history — a unique story. And the ability to unearth that history and craft it into a narrative is a core element of culture creation. How was the organization built, what was the main idea to bring it to reality, why was it built the way it was? These are all questions into the story of the organization that helps to build its culture. Funny thing we learned years ago if people knew the story behind why something was done, they were apter actually to want to “do” whatever someone needed them to do because there was a purpose behind it.
  • Place: Simply put, place “shapes” culture. And there is a tight correlation between personal interactions, performance, and innovation when it comes to the place people have to be, day in and day out. Open architecture is more conducive to certain office behaviors, like collaboration. Place — whether geography, architecture, or aesthetic design — impacts the values and behaviors of people in a workplace. We said that culture was an inexpensive way to attract and retain the most impressive talent in the industry. If you are trying to get them to work for you, the workplace and space are a deciding factor.

We wanted to provide you with some articles about culture published through the year.
Check them out by clicking the buttons below, everyone is talking about culture!


Maybe you think your organization is very small (1-5 or 10 employees).

Of course, every organization needs to follow a vision, and they must build their culture around that vision, including aligning their systems, processes, behaviors, and actions.
Maybe you think you don’t have time to rebuild a new culture.

You truly don’t have time NOT to rebuild your culture.
Your employees need this for better morale, and your processes need this for better efficiency.
Maybe you think this program is too expensive.

We take you through the exact steps to rebuild an entire culture in your organization. This type of program is worth well over $5000, but we are offering it right now for only $1997. You could not hire an HR professional to conduct this change for less than $75,000 per year salary.
Maybe you need to know when will you see Return on Investment (ROI).

Immediately…you will see better productivity from employees, customers will notice your organization and alignment, you will see better process performance, and excellence will come through the entire organization.

Access Our Special Report:
10 Reasons Culture Will Save Your Organization Money!

We Have Built an Employee Engagement Starter Kit For
Employee Retention Savings Inside Any Organization

  • Develop a Working Employee Engagement Strategy
  • Create an “I want to work here” Brand
  • Compensation Strategies
  • Collective Vision & Purpose
  • Motivate Employees & Teams
  • Visible Inspiring Leadership
  • Access to Measurable Data
  • Transparency With Communication
  • Easy Flexible Work Spaces
  • Community Involvement
  • Empowered Decision Making
  • Rebuild & Announce New Culture
  • Problem Solving vs. Decision Making
  • Career Skills Improvement by Mindset
Coaching Is Our Passion

For Years, we have been mentors and role models to hundreds of employees and management teams from small to large organizations.

Now we have created our best selling quick start program “The Bridge,” an 8-Week course designed for organization leaders, business owners, managers, and employee alike to learn all necessary techniques to create, implement, and maintain culture inside the organization.

This program we have put together will take any employee and help them understand the concept of connecting company culture to the day-to-day activity of their jobs. It will also innovate any manager or leader to look at their current culture and truly call for change. This will help you get your culture journey started on the right foot!


We love getting our hands dirty and getting into any organization, any size. Our expertise is auditing and investigating an organization, all the way down the bones. It is important for us understand every piece of an organization including; history and story, people, environment, vision, mission, core values, strategies, goals, systems, processes, layout, and tasks.

We can monitor behaviors of any employee or management team member – let you know if they are a good fit. We give suggestions for training or removal.

We train your management staff to manage employees based on your culture and vision. We make sure their training style is consistent and performance based.

We help organizations align all processes, procedures, and systems with their vision, mission, core values, strategy, and goals for optimum productivity.

Let’s look at your operations and find where culture can take you to the next step for productivity and revenue. We have surveys to measure employee engagement as well.

Space actually helps in the productivity and performance area. Employees that can work more cohesively will be more productive, let’s take a look for simple changes!

Is money flying out the door with employee turnover and acquisition costs? We can show you how to have an organizations employees want to work for!

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