Daniel C Olsen, Senior Consultant, SDAO

Introduction

 What is your organization’s culture?  Can you briefly and clearly describe the culture of your organization or district? Can you explain it to others?

Some may say, we have a…

A culture of safety,

A culture of service or caring, service, or 

A culture of excellence.

Keep in mind, the culture of your organization may have several subcomponents.

The culture is the personality of your organization or district.

It can attract or repel volunteer members.  This is the essence of recruiting and retaining volunteers.  The culture has the power of energizing, empowering and strengthening you organization and members.

Definition

The culture of your organization is a tapestry.  It is made up of threads which develop a completed picture that is unique to a group of people who have come together.

What is organizational culture?

The culture of your organization is comprised of the beliefs and expectations shared by members of an organization. It consists of common norms, values, and beliefs of individuals within that group has. It is the sum of values and rituals which serve as “glue” to integrate the members of the organization. It governs how people behave in organizations.

It is what we think, say and do.

The importance of organization culture

The culture of your organization is important because of its power to:

·      Strengthen brand identity

·      Retain volunteers.

·      Promote a healthy team environment.

·      Strengthen brand identity.

A company's organizational culture represents its public image and reputation. People make assumptions about businesses and organizations based on their interactions within and outside of the company. Businesses and organizations with a strong brand identity tend to attract more activity and volunteer candidates with similar values who support their mission.

A strong organizational culture can attract new volunteer members.

·       Retain volunteers.

People who feel valued and respected at a company are less likely to leave it.  A positive organizational culture builds a high-performance culture that strengthens the work of people within the team, resulting in a positive volunteer experience overall.

·        Promote a healthy team environment.

A clear culture unifies volunteers and promotes organized work structures helps people work together with purpose.

When volunteers have a positive and supportive culture, it helps increase productivity and performance levels overall.

A work environment that possesses a meaningful organizational culture is driven by purpose and clear expectations. This motivates and inspires volunteers to be more engaged in their work duties and interactions with others.

Responsibility for building your organization culture.

Who is responsible for building and maintaining the culture? 

Every member of your District is responsible for building your organizational culture.  From the leadership to the newest volunteer member, each person, through what they think, say and do contribute to building the culture of your District.

Build your organization’s culture.

Identify everyday opportunities to build and strengthen your organization’s culture.  Strengthen it by repeating, reminding and reinforcing key values, beliefs and concepts.

Remember, your culture is what your members collectively think, believe, say and do.

Words, symbols and signs evoke images which in turn evoke emotions.  The power of emotions should never be underestimated in attracting and retaining volunteers.

Strengthen the connection with the organization and other members of the organization through emotional connections.  Words evoke thoughts which evoke, emotions.

A word of caution: make sure it has meaning. The traditions, ceremonies, symbols and phrases you use, must have significance. They are not done just because you say they should be done.  Quality is more important than quantity.

Use everyday opportunities include traditions, ceremonies, symbols, logos and sayings to reinforce the culture

The fire-rescue service is rich with meaningful traditions, rituals and ceremonies including such events as the following:

·       Bringing in new volunteer members

·       Promotions

·       Years of service

·       Retirement from service

·       Funeral and Memorial Services

·       Outstanding accomplishments

Symbols are recognized and associated with the fire-rescue service such as the Maltese cross, Star of life, crossed fire axes and firefighter’s helmet.  Think of the symbols associated with your District.

Examples of Symbols and Logos remind and reinforce.

·       District Emblem

·       Apparatus and vehicles (including color, trim and lettering style)

Phrases and sayings are useful for conveying a specific feeling or idea we have and play a significant part of organization culture. 

Examples of phrases or sayings include:

·       “To serve and to protect.”

·       “First in, last out”

·       “Duty, Honor, Community”

Use ceremonies, symbols and phrases to remind, reinforce wherever you can in signage and communication.

Key points

The culture of your organization is the personality of your organization or district.

It can attract or repel volunteer members.  This is the essence of recruiting and retaining volunteers.  It has the power of energizing, empowering and strengthening.

Yor culture is comprised of the beliefs, values and expectations shared by members of an organization which integrate the members into the organization.

It is what we think, say and do.

The culture of your organization is important because of its power to:

·      Strengthen brand identity

·      Retain volunteers

·      Promote a healthy team environment

Identify everyday opportunities to build and strengthen your organization’s culture.  Strengthen it by repeating, reminding and reinforcing those beliefs, values and concepts which are meaningful and important.