A strong correlation exists between social strategy and organisational culture. Organisations must understand their culture to develop an effective social strategy. A social strategy is not just about social media; it is about how an organisation engages with its employees, customers, and the public. It necessitates a shift in mindset from command and control to openness and collaboration.
Organisational culture, on the other hand, is the shared values, beliefs, and practices that characterise an organisation. It influences how employees interact with each other and external stakeholders. An organisation’s culture can either facilitate or hinder the implementation of a social strategy.
A social strategy requires an organisational culture that values openness, collaboration, and customer-centricity. Such a culture promotes the sharing of ideas and knowledge, encourages collaboration, and puts the customer at the centre of everything the organisation does.
In contrast, a culture that values command and control, hierarchy, and internal competition can hinder the implementation of a social strategy. This type of culture discourages the sharing of ideas and knowledge, discourages collaboration, and puts the organisation’s needs before those of the customer.
Therefore, for a social strategy to be effective, an organisation must first understand its culture and then work to align it with the requirements of a social strategy. This might involve changing some aspects of the culture, which can be challenging but is necessary for the success of the social strategy.
Go to source article: http://www.sideraworks.com/social-strategy-and-organizational-culture/