Late 2013. Sitting in the serious and staid floors of one of the biggest steel giants in India, little did I comprehend what the next decade was going to look like. For in that moment, I was a little frustrated, cos a daring innovative move had not worked out. And that too for a very frivolous reason; a particular signature had not come through in time. And all these years later, I still remember that incident as a stereotypical aspect of many large organisations. Process and approval hierarchy slowing down the agility of an initiative. Processes which began as best practices for seamless execution, but over time became vanity exercises counter-intuitive to the very purpose they were setup for. And this entire system of process and mindset is what makes many large organizations less, agile, less fearless, less willing to think outside the box and innovate.
In this ever-evolving landscape of corporate dynamics, such large organisations often find themselves grappling with the need to stay agile, foster creativity, and adapt to the rapid pace of change. Enter the idea of injecting a startup culture into the veins of these colossal entities – a daring endeavour that promises to bring a breath of fresh air, a burst of creativity, and perhaps a dash of humour to the otherwise serious and structured corporate environment.
Now while it’s great that we are indeed talking about ‘a startup culture’, but what exactly does it mean? For the moment you ask the normal legacy company-goer this question, the pareto word image you’ll get is the vision of a bunch of young Gen Zs in office in scruffy denims and t-shirts, setting fire to a pile of investor cash. While that sometimes does happen figuratively, the notion of this culture actually has very different tenets; of which a few salient ones include:
Embrace the Chaos with a Smile:
In the world of startups, chaos is often considered the breeding ground for innovation. Large organisations, with their intricate hierarchies and well-defined processes, may shudder at the thought of chaos. However, the first step towards instilling a startup culture is to embrace controlled chaos with a smile. Introduce 'Spontaneous Creativity Hours' where employees are encouraged to let their hair down, share quirky ideas, and, who knows, even engage in some impromptu stand-up comedy. Laughter, after all, is the unsung hero of innovation.
Encourage Risk-Taking (with a Safety Net):
Startups are renowned for their risk-taking appetite. In a large organisation, the notion of risk can be as alien as a UFO sighting. To break this mould, create a 'Risk Playground.' This is a space where employees are encouraged to pitch unconventional ideas without the fear of immediate consequences. Picture this: a 'Dare to Dream' board where employees can post their wildest ideas, accompanied by a 'Risk-O-Meter' to gauge the daring quotient. It's like a startup reality show, but without the elimination rounds.
Foster Cross-Functional Collaboration – and Laughter Clubs:
The cubicle walls of large organisations often serve as both literal and metaphorical barriers to collaboration. To infuse the startup spirit, break down these walls, both physically and metaphorically. Foster cross-functional collaboration by introducing 'Project Fusion' – an initiative where teams from diverse departments are thrown into a blender, and magic is expected to happen. And since laughter is the universal language, sprinkle in some 'Laughter Clubs' – regular meetings where employees come together to share jokes, funny anecdotes, or amusing observations. A laughing team is a winning team!
Flat Hierarchies with a Twist:
Startups are renowned for their flat hierarchies and the absence of a rigid corporate ladder. In large organisations, the hierarchical structure is often as sturdy as a medieval fortress. And a lot of times, it prevents open thinking and optimal problem solving due to this waterfall. To instil a startup mindset, introduce 'Inverted Fridays' where employees are encouraged to swap roles for a day. Picture the CEO donning the role of a receptionist, or the HR manager becoming the in-house barista. This not only breaks down hierarchical barriers but also injects a dose of light-hearted exchanges into the mundane.
Understand that the process map….is not the business territory:
This is a play on the popular concept of the fact that the map (The perception of things) is not necessarily the territory (The reality). In startups there is no status quo. Everything has the right to be questioned. The gulf between what is perceived to be the norm vs what is the actual new norm is constantly evaluated. And that reality has to be culturally infused into the fabric of the organisation. Put in the ‘Holy Grail’ challenge. Take ideas or processes which are thought to be the absolute rule, and let it be challenged. The one which stands the test of the new age cynics is truly a Holy Grail process!
Startups make a lot of rookie mistakes. They do not have tribal knowledge. They come in with limited functional experience in the beginning. Unlike large organizations they do not possess years of having fine-tuned processes and practices. However, what they have is a fearless approach to the problem. They bring in a culture of relentless drive. They believe in work-life harmony rather than the elusive balance. And they are happy being the underdogs, being the challengers, being judged, being ignored. They are here to let the work and the impact do the talking. This, right here, is the biggest culture change which a lot of large organisations could do with; the can-do and will-do approach to life.
In conclusion, creating a startup culture in a large organization is no small feat, but the rewards can be astronomical. By embracing chaos with a smile, encouraging calculated risk-taking, fostering cross-functional collaboration through laughter, reimagining hierarchies with a twist or challenging the status quo, large organisations can transform into innovation hubs that rival the nimbleness of startups. And please remember, a sprinkle of humour and an air of informal friendliness not only adds flavour to the corporate stew but also acts as a catalyst for creativity. So, roll up your sleeves, put on your innovation caps, and let the startup revolution begin within the walls of this corporate colossus!
