Enterprise Technology Culture: Exploring our origins and the journey ahead

"Be BRAVE." That is our motto that aims to embody as we collectively build our workplace culture. But, what does it mean to be brave? We define BRAVE as Belonging, Relational, Authentic, Visionary, and Empowered – virtues that guide our conduct and kindle an environment of social embeddedness.

Our dedication to nurturing culture is so important, it has been decided upon as one of the core focuses for our 2022 Strategic Priorities. The Positive Core was the catalyst for this generative environment that empowers and uplifts the employees within. Co-created in 2017 and refreshed in 2021, the Positive Core is now characteristic of ET, where it is championed across portfolios. Our culture did not unfold organically, however: it necessitated a conscious, continuous collaborative effort. 

"There was a desire in us to be better than we were," reminisces Sandra Johnson. Currently a Special Advisor, Johnson is one of the original “Culture Designers”: a team of individuals who had gathered to develop what would become the Culture Weaver Community of Practice, which was grounded in the ASU Charter and our Positive Core.

Knowing that these values would need to be actively cultivated, the Culture Weavers devoted themselves to a literal labor of love. Recognizing that there is an inexplicable yet inevitable magnetism that emanates from those who sincerely care, they strove to activate a culture imbued with BRAVE values. "For a while, this work was extracurricular," recalls Product Engagement Manager Zella Muro. "But now, culture work is no longer extracurricular: Culture work is ET work."

This determination struck a chord with Chief Culture Officer Christine Whitney Sanchez: When CIO Lev Gonick established an executive role focused on culture, it was a testament to the role of culture transformation as an integral part of digital transformation.

Stepping into her newly created role, Christine anticipated the culture transformation to feature resistance alongside emergent opportunities: “It is natural for human beings to resist change. Before I started, I was given the impression that it might be a challenge to have people participate in culture activities,” she elaborates. “It was so different from what anyone had done before. But, there was a wonderful group of about 20 people that came together to help design what we could do with the office of culture.” Those 20 individuals — soon to be labeled “Culture Designers'' — shared an intention to activate the Positive Core.

Over time, their efforts blossomed into a milieu so influential, it began to branch into communities of practice beyond ET, such as “Culture Ripples.” Between numerous philanthropic events, ongoing initiatives, and public-spirited projects, an entirely new organizational culture began emerging: one bolstered by empathy, equity, and belonging.

Despite its rapid proliferation, the organizational shift towards infusion of culture into each facet of our work did not occur organically. A sustained, collaborative effort is needed to promote an environment in which Positive Core behaviors can thrive. For leaders and newcomers alike, this combined effort is what nourishes the “organizational soul.”

"If you don't intentionally create a generative culture," cautions Christine, "One will happen, whether you mean for it to or not." Having initially been hired as a consultant, Christine’s insights from her time in the fields of counseling and strength-based transformation offered valuable guidance to the Culture Weavers, who would go on to create dozens of workshops, activities, and ET-wide events encouraging community participation in culture development. 

Gigi Speaks, Director of Information Technology, was thrilled to see an increase in participation over time. "I was involved in the initial [developments]. I incorporated one person, another person, another person, seeding the thought … having people take turns in helping to push forward this initiative. Now, [it] wasn't all on the shoulders of any one person." Events centering mindfulness and strategic collaboration began to multiply, as well as activities in partnership with charitable organizations, such as Feed My Starving Children. "Teamlets started making their own initiatives and events," Sandra Johnson elaborates. "We ended up with these teamlets [that formed] to have ET shine with culture."

It begs the question: How and why do we involve ourselves in the fulfilling work of building culture in the first place? The answer is best summarized by Christine: “I believe that the people who are most passionate about positive change will be naturally drawn to this kind of work.” If you find yourself feeling a “pull” towards enacting meaningful change, there are numerous welcoming spaces where you can begin to fulfill that mission.

Getting involved with Culture Weavers ( ET Community of Practice):

Visit Culture Weavers Website

Join #culture-weavers

Getting involved with Culture Ripples (ASU Community of Practice):

Visit Culture Ripples Website 

Join #asu-culture-ripples

Getting involved with Wellness (ET Community of Practice):

Visit Culture Ripples Website 

Unsure where to start or what to pursue? Visit our 7 ways to get involved in culture work article to explore your options and begin your changemaking journey! You can also visit our Slack Communities page, featuring pets, memes and bingeworthy-television themed channels for those seeking lighthearted camaraderie.

In honor of our achievements, we invite readers to join us on an ongoing storytelling series, “Culture & Innovation,” in which we will not only discuss the development of ET's celebrated culture, but how it intends to improve, evolve, and intersect with the wider Sun Devil community.