Company Culture Types

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Trill MBA Show - The Career Management Podcast for Black Women

Felicia Ann Rose Enuha AKA The Trillest MBA You Will Ever Know

258 episodes

1 month ago

Being You, A Black Woman, is hard…especially in Corporate America. There are too many hurdles thrown at us as we try to climb the ladder of success. From microaggressions against you and your hair to the lack of advocates and sponsors everyone needs. Someone please just tell us what to do to make corporate America work for us! The Trill MBA Show is here to help you fight these battles by giving you the strategies that work, straight…no chaser. With our host, Felicia aka The Trillest MBA you will ever know, the Trill MBA Show curates the real truth to help you survive and thrive in Corporate America.

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Company Culture Types

Trill MBA Show - The Career Management Podcast for Black Women

39 minutes 21 seconds

2 months ago

Company Culture Types

Season 9, Episode 20 | Trill MBA ShowHost: Felicia Ann Rose Enuha

Episode Summary

Felicia breaks down the Competing Values Framework (CVF) so you can identify your company’s dominant culture and adjust your strategy to thrive—without compromising your integrity. You’ll learn how internal vs. external focus and stability vs. flexibility create four culture types (Create/Adhocracy, Collaborate/Clan, Control/Hierarchy, Compete/Market), what they sound like day-to-day, and practical ways to show up, get resourced, and get promoted in each.

What You’ll Learn

* The 2 CVF dimensions (Internal–External and Stability–Flexibility) and why they matter

* The 4 culture types and the common phrases, incentives, and politics inside each

* Concrete do’s & don’ts for each culture (how to communicate, build allies, and pace decisions)

* When to adapt vs. when to exit a toxic environment—your integrity comes first

The Competing Values Framework (CVF) in Plain English

Dimensions

* Internal ↔ External: Do we optimize for inside coordination and people, or outside markets and competitors?

* Stability ↔ Flexibility: Do we prize plans, rules, predictability or speed, change, experimentation?

Four Culture Types

* Create (Adhocracy) — Dynamic, entrepreneurial, future-focused

* “We’re flying the plane while we build it.”

* Values: innovation, risk-taking, new products, intrapreneurship

* Collaborate (Clan) — People-oriented, relationship-heavy

* “We’re a family.” (…and there are traditions to match)

* Values: loyalty, mentorship, consensus, long-term development

* Control (Hierarchy) — Structured, process-driven, conservative

* “What do the policy and the data say?”

* Values: rules, precision, reliability, low variance, careful change

* Compete (Market) — Results-obsessed, external, fast-moving

* “Beat the target. Beat the rival. Move.”

* Values: goals, speed, market share, reputation, M&A

How to Thrive (Without Losing Yourself)

If you’re in Create/Adhocracy

* Lead with ideas. Bring crisp POVs and fundable pitches (problem → insight → plan → resourcing → ROI).

* Get comfortable with ambiguity. If uncertainty drains you, this isn’t your playground.

* Manager fit is everything. You want an oxygen-giving sponsor who fights for resources.

If you’re in Collaborate/Clan

* Show up to the humans. Go to the team events; relationship equity = execution power.

* Multiply your advocates. You’ll need multiple voices singing your name—especially the loud one.

* Signal belonging. Say (and show) you like it here; that reads as “you value us.”

If you’re in Control/Hierarchy

* Bring facts, figures, and policy. Tight analysis + clear recommendation → consensus.

* Dress & operate the part. Consistency and polish matter; follow written processes.

* Work the calendar. Promotions are cycle-bound—plan your 12–18 month proof points.