Corporate culture as a driver of development

Corporate culture as a driver of development

I understand the concept of company culture as the “soul” that has been molded collaboratively between the people who make it up in the present, and who at some point did so in the past and left their fingerprint.

Developing the spiritual part of oneself has never been an easy task, moreover many people don’t even think about it. And if they have done it, it is really difficult to find time to dedicate the constancy in working on this concept coming from western thought.

Anyway, this intangible that escapes any possibility of verification and is alien to scientific knowledge, can be translated into charisma, empathy, commitment, esteem, understanding and motivation. For that reason, it seems essential to me to work on it and always bear it in mind in a company.

They are aspects that do not provide us with an established system of KPIs. They do not have a specific method of improvement or implementation. We cannot evaluate them with a specific unit of measurement; however, we do perceive them immediately, we identify them easily and they show us a long-term effect.

Therefore, it is crucial to consider a collective development plan, generating and invigorating actions that arise spontaneously. This helps each individual to better understand the system of values ​​and beliefs of others. In consequence, it contributes to a global system aligned configuration.

We are not talking about great team buildings, but about sharing a moment over a cup of coffee in which discuss sensitive situations, or an exchange of opinions without using each other’s gallons. In conclusion, show humility and humanity in all circumstances and interactions in the company.

It is through the trust and commitment of the people who are part of a shared project that the pillars are built and which support the evolution of the business model and modus operandi.

In our case, these pillars allowed us to evolve. We have been able to face a pandemic and keeping the whole team as well as to avoid a temporary employment regulation file.

Nor would it have been possible to implement an intensive shift of 3 days a week since 2019 in a sector where the usual, is to extend until unwanted hours.

Culture makes companies unique and gives them personality. It makes them desirable and attracts talent. The best benefit is that they build true long-term relationships in which the experience goes beyond the professional. I like to call it “family”.


Dani Muñoz, CEO en Logic Design Barcelona

2560 1707 Anglais