In every organization, there are the things you talk about in meetings—and then, there are the things everyone *knows* but no one says aloud. These are the taboos, beliefs, and values that shape a company’s culture and can make or break your success within the organization. While beliefs and values tend to be the foundation of a strong workplace, taboos are the invisible lines you don’t want to cross. Understanding these dynamics can help you not only survive but thrive in your company’s unique culture.
So, how do you recognize these unspoken rules, and how can you leverage them without stepping on toes? Let’s dive in.
What Are Organizational Culture Taboos, Beliefs, and Values?
Before we explore how to leverage these factors, let’s clarify what we’re talking about:
Taboos: These are the unspoken, often informal rules that dictate “what not to do.” They’re things that aren’t written down but are well understood—crossing them can result in professional consequences.
Beliefs: These are the shared understandings or assumptions that guide behaviors in the organization. Beliefs shape how people view success, failure, and daily work.
Values: These are the principles that a company publicly declares as important. Values might include innovation, teamwork, or customer-centricity. Unlike beliefs, values are usually written down, often in the form of mission statements or company mottos.
The Power of Culture in the Workplace
A company’s culture is like a complex ecosystem—each part impacts the others. Taboos, beliefs, and values work together to create this ecosystem. Leveraging these elements successfully can boost your standing in the workplace, enhance team cohesion, and contribute to the overall health of the organization.
However, if you misunderstand these elements or—gasp!—cross a taboo, the results can range from minor awkwardness to major career consequences. That’s why learning how to navigate this web is key to long-term success.
Understanding and Respecting Taboos
Taboos might feel like the tricky part of organizational culture because they’re often unspoken. But there are some simple ways to pick up on them:
Observe carefully: Pay attention to how your colleagues behave, especially in meetings and social settings. If nobody questions certain decisions or everyone avoids discussing specific topics, you’ve likely stumbled upon a taboo.
Listen to senior staff: Long-term employees often understand the nuances of organizational taboos better than anyone. Pay attention to how they talk about (or don’t talk about) sensitive topics.
Ask trusted colleagues: Once you’ve established a good rapport with a coworker, don’t hesitate to ask for insights on unspoken rules. Just be sure to ask in a way that feels casual and non-intrusive.
Common Organizational Taboos
Although every organization has its unique quirks, some common workplace taboos include:
- Criticizing leadership decisions: Even in companies that promote open feedback, public criticism of leadership can be a no-go zone.
- Discussing salaries: Money can be a touchy subject, especially when it comes to who’s earning what. In some cultures, this conversation is a definite taboo.
- Skipping social events: Depending on your organization, not participating in team-building activities or happy hours can be seen as a cultural faux pas, even if they’re technically optional.
- Talking politics or religion: Many workplaces may encourage neutrality on personal beliefs, especially in today’s polarized climate.
- Questioning longstanding processes: Suggesting improvements is one thing but questioning “how we’ve always done things” might ruffle feathers.
Leveraging Taboos: Tread Carefully
Now that you’ve identified your company’s taboos, how do you leverage them?
Know where the boundaries are: Understanding taboos can give you a better sense of where the invisible lines are drawn. For example, if you know that leadership criticism is off-limits, you can still find ways to give constructive feedback through the right channels—perhaps in one-on-one meetings or anonymously.
Be diplomatic: Navigating taboos isn’t about being a “yes person.” It’s about learning when and how to raise certain issues. If you want to challenge the status quo, do it respectfully and with solutions in hand.
Build relationships first: Before addressing a taboo head-on, ensure you’ve built trust with your colleagues and leadership. The stronger your relationships, the more likely your ideas or concerns will be received positively, even if they brush against a sensitive area.
Harnessing Beliefs for Success
Beliefs are often shaped by the organization’s history and shared experiences. To successfully leverage these beliefs, it’s important to align your work and behavior with them.
Understand the key narratives: Many companies have internal stories or shared beliefs about what it takes to succeed. Listen for these narratives, whether they involve the importance of hard work, customer service, or innovation. Once you understand the dominant stories, you can position yourself in alignment with them.
Appeal to core beliefs when making a case: If you’re proposing a new project or process, frame your argument around the organization’s beliefs. For instance, if the company has a belief in being the “first to market,” emphasize how your idea aligns with that value.
Aligning with Values: The Path to Recognition
Company values are typically more straightforward than beliefs or taboos because they’re often explicitly stated. They’re the organization’s North Star. When it comes to values, your goal should be to not only align with them but also to embody them in your daily work.
Live the values: If teamwork is a core value, make sure you’re known as a great collaborator. If the company promotes innovation, be the person who’s always bringing fresh ideas to the table.
Publicly support the values: When appropriate, find opportunities to champion the company’s values in meetings, projects, or internal communications. If leadership hears you reinforcing these values, they’ll see you as a culture carrier, which can be a significant boost to your reputation.
Avoid hollow displays: People can smell inauthenticity a mile away. Don’t just parrot the values—live them. If you promote collaboration but don’t listen to others or refuse to share credit, your credibility will take a hit.
Balancing Act: How to Navigate Taboos, Beliefs, and Values
Balancing taboos, beliefs, and values can sometimes feel like walking a tightrope. But with careful observation, empathy, and a little strategic thinking, you can leverage these elements to your advantage.
Communicate with care: Be mindful of the tone and timing when addressing sensitive issues. There’s a time and place for everything—especially in an organization with a complex culture.
Be adaptable: Organizational cultures evolve, especially during periods of growth or change. Stay flexible and be ready to recalibrate your understanding of the taboos, beliefs, and values as the organization shifts.
Be authentic: While you should respect the unspoken rules, don’t lose sight of your own values and beliefs. Authenticity goes a long way, and it’s important to remain true to yourself while navigating the complexities of organizational culture.
Wrapping it up
Understanding and navigating organizational taboos, beliefs, and values can feel like solving a puzzle, but it’s a puzzle worth solving. By respecting taboos, leveraging beliefs, and embodying values, you can build stronger relationships, increase your influence, and ultimately, find success within the company culture.
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