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It can be difficult to distinguish between institutional culture and climate. It’s challenging to parse that in which we’re steeped; plus, these dynamics perpetually interplay.
How are institutional culture and climate distinct? How do they intersect and impact your employee experience? Understanding these nuances can aid your analysis when it comes accessing to your fit in your role and at your institution. Here’s what you need to know.
Culture is an Organizational Basis
An organization’s culture is a deep construct. An institution’s mission, values, and history are at the core of its cultural framework. In an article he wrote in 2023, Dr. James Bernthal, operations and development expert, adjunct professor, and veteran Harrier pilot, noted that “Organizational culture refers to the underlying values, beliefs, norms, and shared assumptions that shape an organization’s collective behaviors and practices over time.”
Culture is “stable and enduring,” Bernthal wrote. Culture “evolves slowly and is deeply ingrained in an organization’s identity.” Leaders consider culture when making tough decisions and trying to hash out: is this consistent with “our way” of doing things? Will it honor our mission if we make this decision? Is it consistent with our values if we grow in this direction?
Climate Reflects the Here and Now
Climate is the current vibe at the institution — how does it feel to live, work, or study here at this moment? What is happening in our community and outside of it that impacts the experience of operating in this space right now?
Bernthal described climate as “an organization’s prevailing atmosphere, mood, and psychological environment. It represents the collective perceptions, attitudes, and behaviors of its members.” Climate can be more fleeting than culture, although “Changes in the organizational climate can also impact the culture over time, as repeated behavior patterns may eventually shape the organization’s shared values and beliefs,” Bernthal noted.
How Leaders Impact Culture and Climate
Leaders establish the patterns, routines, and mores that shape climate and impact culture. Dr. Larry Senn, founder and chair of culture-shaping firm Senn Delaney, pointed out that “organizations tend to become shadows of their leaders.”
Leaders infuse culture with their ethics, ambition, and vision for the future. The way they work, behave, and inspire employees to follow suit becomes the organizational standard during their tenure and beyond. “Leaders set examples through their actions and interactions, establishing norms and expectations,” Bernthal explained via email. “If leaders demonstrate integrity, collaboration, and innovation, these values become ingrained in the organizational culture.”
Innovating and creating policy are some other key ways that leaders enhance and alter the culture of their institution according to Bernthal. The imprint they leave on the institutional culture is part of a leader’s legacy.
Leaders also set the tone when it comes to climate. Bernthal pointed out that good leaders impact climate by fostering healthy work environments where stress is minimized, distributing work equally to create a sense of fairness among employees, facilitating a positive and supportive environment, and prioritizing transparent communication.
“I’ve discovered that culture, climate, and leadership are inextricably connected,” Bernthal said. “For instance, in my study on military pilot retention, it became clear that leadership and culture were the most critical factors influencing job satisfaction, which in turn affected aviators’ decisions to stay in or leave the military. Additionally, due to the frequent turnover in military squadrons, significant leadership changes, such as the appointment of a new squadron commander, can immediately alter the working climate.” This example demonstrates the importance of these dynamics when it comes to employee satisfaction along with how they interplay in the workplace.
How Climate and Culture Interplay
Culture and climate are distinct, but they constantly overlap and interplay. Recognizing where they converge can be helpful when it comes to analyzing and communicating about your role, institution, and future plans.
Bernthal pointed out that climate impacts culture: “Employees’ day-to-day experiences and perceptions (climate) can gradually shape the organization’s underlying values, beliefs, and norms (culture). For example, a consistently positive and supportive climate can strengthen a culture of trust and collaboration.” This is one reason climate surveys are important, because taking a regular pulse offers leaders a glimpse of where their efforts are landing well and where they might realign. Engaging in routine analysis helps ensure that unfavorable climate elements don’t become enculturated and that beneficial ones do.
Culture also impacts climate. “The established culture sets the foundation for the organizational climate. For instance, a culture that values innovation will likely create a climate that encourages creativity and experimentation,” Bernthal said. You may notice a question or two related to culture on a climate survey, such as how do you feel that our institution is living out its mission, or how do you feel about the future of the organization? You are much less likely, though, to be asked to populate a cultural survey than a climate survey.
How Understanding the Interplay of Climate and Culture Can Help You Evaluate Job Fit
Understanding the distinct dynamics that culture and climate represent stand to aid employees in their self-assessment, according to Bernthal. It gives them more refined tools to “assess their alignment with the organization’s long-term values (culture) and immediate work environment (climate). This can help them determine if their values and work style match the organization’s.”
Another way that Bernthal noted that employees can use this understanding in their career is through expectations management: “Employees can set realistic expectations by distinguishing between culture and climate. While the culture might be stable, they can appreciate that the climate can change with different leadership or organizational shifts.”
Having a more nuanced view of the dynamics that comprise your professional environment can also be beneficial when it comes to proactive engagement, according to Bernthal who explained that “Employees who understand how leaders influence culture and climate can proactively engage with leadership to foster a positive work environment. They can contribute to cultural initiatives and provide feedback on the climate.”
The Complexity of Fit
The term “corporate culture” is often used as a catch-all encompassing both culture and climate. It is helpful to break it down and look at the parts that comprise it. “By comprehending these dynamics, employees can better navigate their careers, enhance their job satisfaction, and contribute more effectively to their organizations,” Bernthal explained. Recognizing how each dynamic functions and interplays yields a deeper analysis.
