Decoding Organizational Culture: A Path to Building Resilient Organizations

When I started working with a new client some years back, I thought everything was going smoothly. He was friendly and seemed eager to collaborate, but over time I noticed something wasn’t quite right. He preferred to work behind the scenes, making decisions in isolation and leaving others out of the loop. One day, I asked him about his approach, and he said, “There’s less interference this way. I can do what I want.”

At first, I didn’t think much of it. He was the client, after all. But eventually, I began to see the cracks in his method. His unwillingness to share information and work transparently began to impact the entire team. People didn’t trust the process, and confusion started to slow down progress. It became clear that while this tactic might have given him more control in the short term, it wasn’t sustainable for building a cohesive organization.

This experience taught me something invaluable: organizations thrive when transparency and trust are at the center. While it’s tempting to shield yourself from the perceived chaos of collaboration, doing so can stifle growth, weaken relationships, and destroy your reputation.

Why Culture Matters More Than You Think

As a new or junior employee, it’s easy to focus on the technical aspects of your job—doing tasks, meeting deadlines, and proving your value. However, the real key to success, and one that often goes unnoticed, lies in understanding the culture of the organization you’re part of. Mastering organizational culture is essential to building not just your career, but resilient organizations that can thrive long term.

Building organizations, after all, is not just about processes or strategies. It’s about people. And people function within a shared environment—the culture of the organization.

Culture is a subtle yet powerful force that shapes how people behave, make decisions, and collaborate. “Culture eats strategy for breakfast,” as Peter Drucker famously said, and he wasn’t wrong. You can have the best plans on paper, but if your culture doesn’t support it, those plans won’t get off the ground.

Recognizing Red Flags Early

It’s often new and junior employees who are caught in the crossfire of a dysfunctional culture. They come into the workplace eager to contribute, often without fully understanding the environment they’re stepping into. Sometimes, leaders aren’t working in the open or fail to share essential information. They might do this to retain control or hide their insecurities, whether that’s a lack of confidence or technical ability. Either way, this lack of transparency can create a toxic atmosphere.

This brings us to an essential question: How do you, as a new or junior employee, navigate these murky waters? How do you build your reputation, contribute to the organization’s goals, and protect yourself from being taken advantage of?

Decode the Culture—Don’t Just Accept It

The first step is to decode the culture of the organization. What kind of behaviors are rewarded? What’s the pattern in how decisions are made? Does the leadership foster open communication, or do they keep people in silos? You need to listen closely to the words spoken in meetings, but even more important is observing the behavior of key players.

Ask yourself:

• Are decisions being made behind closed doors?
• Are people encouraged to share ideas, or is there a sense of fear around speaking up?
• Is the leadership inclusive in its decision-making or are a few people controlling the flow of information?

These are telltale signs that reveal the deeper truths of the organization’s culture. If you find yourself in an environment where secrecy and exclusion are the norms, it’s worth considering how you can protect your own contributions while still trying to promote positive change.

Build Connections, Gain Trust, and Grow Your Influence

As you navigate these dynamics, remember that relationships are key. A resilient organization isn’t just built on good ideas–it’s built on trust. By cultivating genuine relationships with your colleagues, you’ll build a support system that enables you to introduce new ideas, get feedback, and create momentum for initiatives.

Start by seeking out multiple perspectives on your work. Speak with people involved in different stages of the process. What’s working well for them? What’s creating friction? You’ll gain invaluable insights into how the organization functions and build trust with others in the process.

Momentum is critical for organizational growth. In my early experience with the client who operated behind the scenes, it became clear that one person trying to control everything stalls momentum. Building a culture of openness, on the other hand, allows for shared responsibility, and with that, comes collective energy and progress.

“Trust is built with consistency,” said Lincoln Chafee. The more consistent you are in your transparency, communication, and collaborative spirit, the more trust you’ll build over time. This trust can open doors and free up resources, whether it’s time, staff, or funding.

Overcoming Resistance

Inevitably, you’ll face resistance, especially when trying to introduce new ideas or when working in an entrenched culture. This opposition, however, doesn’t have to be negative. Resistance can be an opportunity to develop creative solutions that serve the greater good of the organization. Not everyone will agree with your approach—and that’s okay. The key is to foster alignment over time and recognize that change is a process, not an event.

Not all resistance is a sign of opposition. Sometimes, it just means that people need time to adjust or that the organizational pieces haven’t yet fallen into place. Be patient, continue working transparently, and trust that your efforts will eventually pay off.

Transparency and Trust Are the Foundations of Resilience

Reflecting on my early client experience, it became clear that the best organizations are those where people feel trusted, included, and valued. Trying to manipulate outcomes behind the scenes may work in the short term, but it will inevitably lead to isolation and a lack of trust. And as I learned the hard way, trust is the currency of any resilient organization.

For new and junior employees, mastering the dynamics of organizational culture is essential to establishing yourself and building a resilient organization. Focus on relationships, trust, and transparency—and don’t be afraid to take the time to observe the patterns of behavior around you. The more you understand the culture, the more effectively you can navigate it and, eventually, help shape it for the better.

In the end, building organizations starts with mastering the hidden dynamics within them. When you decode the culture, you unlock the potential for growth, collaboration, and long-term success.