Company culture plays a critical role in shaping the long-term success of any organization. Whether it’s a startup looking to solidify its identity or an established company aiming to preserve its values, the approach to institutionalizing culture can vary significantly depending on the stage of the business. Greg Blatt, an executive with a wealth of experience in C-suite positions, points out that while both startups and established companies benefit from strong cultures, the strategies they use to develop and maintain these cultures are often quite different.
Greg Blatt’s portfolio is impressive as he has a decade worth of progressive experience in the holding company IAC. He was also the CEO of both Match.com and Tinder.
Blatt notes that for startups, culture often begins organically, shaped by the founders’ vision and the tight-knit team working closely together in the early stages. The challenge, however, comes as the company grows. Blatt suggests that startups need to proactively define their culture early on to ensure it scales alongside the business. This often means formalizing core values, establishing clear communication practices, and creating an inclusive environment that fosters innovation and collaboration. Greg Blatt believes startups have a unique opportunity to build a culture that reflects their entrepreneurial spirit and adaptability, but it requires intentional effort to maintain these values as the company expands.
On the other hand, established companies face different challenges when it comes to institutionalizing culture. Blatt emphasizes that as companies grow larger and more hierarchical, maintaining a cohesive culture can become more complex. For these organizations, it’s not just about defining culture—it’s about ensuring that it remains consistent across various departments, locations, and leadership changes. Blatt suggests that institutionalizing culture in established companies often requires more structured approaches, such as leadership development programs, clear communication channels, and consistent reinforcement of core values through policies and practices.
Blatt also points out that for both startups and established companies, leadership plays a pivotal role in shaping and sustaining culture. In startups, the founders are often the primary drivers of culture, setting the tone for how the organization operates. As the company grows, Blatt believes it is essential for leaders to model the values they want to see reflected across the team. This is particularly important as the organization brings in new hires who may not have been part of the company’s early days.
In established companies, leadership’s role in culture can be more complex, especially in organizations with multiple layers of management. Blatt suggests that senior leaders in these companies must be intentional about ensuring that the company’s culture is not diluted over time. This often means reinforcing the company’s values through training programs, performance evaluations, and recognition of employees who embody the desired cultural traits.
While the approaches to institutionalizing culture may differ, Blatt underscores that both startups and established companies must view culture as a long-term investment. For startups, the goal is to build a strong foundation that can grow with the company, while for established companies, the focus is on preserving and evolving the culture in ways that align with both current and future business needs.
Greg Blatt believes that whether a company is just starting out or has been established for decades, culture is a powerful tool that can drive success. By taking deliberate steps to institutionalize culture, companies can create environments where employees are engaged, innovation thrives, and business goals are achieved. Visit this page for more information.
Find more information about Greg Blatt on https://www.principalpost.com/in-brief/greg-blatt