I remember the first time I read the quote, “culture eats strategy for breakfast”. I was intrigued-- how could two seemingly intertwined concepts stand in competition to one another, let alone, eat one another? It seemed extreme. As most things do, that quote cycled its way back to my world when I joined the workforce, first as a teacher, then as a non-profit program manager, and now as a technical recruiter. Admittedly, I still enjoy analyzing the implications and consequences of culture eating strategy for breakfast. But, as I actively get involved in culture-building at Binc, I’ve seen 3 solid examples of how culture and strategy can actually co-exist, proving that culture can, in fact, feed strategy and lead to broader impact (as opposed to eating it). Check them out below!
#1- Clearly outlined core values focused on learning and growth that reflect and inspire company-led training, events, and initiatives. At Binc, our 10 core values collectively act as a guiding star for our actions. Three of our core values-- growth, humility, and intelligence-- can be summed up to describe our desire to learn and be experts in our field. As recruiters, we not only interface with clients, candidates, colleagues, etc., but we also spark, build, and sustain relationships with real human beings, so every day brings a different challenge. Our culture of learning is coupled with strategically curated recruitment trainings so we have consistent learning checkpoints.
#2- Action-oriented committees that cultivate culture. Upon joining Binc, it was clear there were many opportunities to get involved and help build our culture. Our Bincer Experience committee is a prime example of culture and strategy coming together. We have a number of Bincers actively engaged in our committee and working to create a positive Binc experience for all our teammates. This year, we brainstormed ways to partner with outside organizations to live out our corporate social responsibility vision in a way that was aligned with our values and leveraged our strengths and areas of expertise.
#3- Leave our “desks” and leverage our expertise for a greater cause. As recruiters, we are always looking for exceptional talent. As Bincers, we also care about having a positive impact (one of our core values). With that in mind, the Bincer Experience Committee partnered with national non-profit, Braven, to volunteer for their bi-annual mock interview event. Braven serves diverse and driven college students underrepresented in the workforce and helps prepare them for a quality job through intensive career and leadership development. Right from the get-go, it was clear this was a match! We used our expertise as recruiters to coach and mentor college students in interview best practices-- an area we know very well! Eighteen of us jumped in and signed up. In only 2 nights of participation, we connected with 70+ college students to help prepare them for future interviews. We were thrilled to join in on this unique shared experience and pay it forward to rising talent while practicing the art of feedback and mentorship.
So, what does this impact lead to? Increased opportunities. Having culture and strategy live in harmony doesn’t happen overnight; it takes strategic decisions to ensure a team is equipped to add value, rally, and meaningfully participate in external opportunities like Braven’s mock interviews. Throughout my career, I’ve been fortunate enough to see the fruition of culture and strategy come together in pursuit of greater impact. As a teacher, I saw community partnerships transform my classroom and my students’ school experience. As a program manager at Braven, I saw the impact employer partnerships had on learning experiences for hundreds of college students. With these perspectives in mind, I’m proud to see Binc lay the foundation for broader impact by creating a culture that fuels our strategy for positive impact. After all, through positive impact, we’ll be creating opportunities for ourselves, other businesses, professionals, and the broader community.