The Significance of Leadership in Shaping Organizational Culture

Your leadership is a pivotal force in shaping the culture of your environment. Just as individuals are products of their surroundings, organizations embody the behaviors, habits, moods, values, and beliefs that leadership promotes. Drawing on my three decades of experience in Human Resources, I can affirm that an organization’s culture mirrors its leadership. Tolerating poor behaviors, neglecting processes, and overlooking accountability can lead to high turnover and a deteriorating culture.

Leaders often boast about a positive company culture during interviews – a cohesive team that functions like a family, aligned with organizational values. However, when conflicting behavioral norms and workplace disagreements arise, it signals a need for a thorough organizational assessment at the top. Stress, poor communication, and a lack of trust among leadership contribute to toxicity, affecting the entire staff. To effect change, consider the following:

Leader Behaviors

Leaders set the tone. Senior leaders must exhibit behaviors aligned with organizational values, as mid-level leaders and staff follow suit. Clearly define expectations for everyone, irrespective of their position, and hold leaders accountable. Encourage coaching, collaboration, and positive examples, avoiding apathetic leadership to prevent attrition issues.

Work Processes

Implement and follow work processes consistently, holding everyone accountable. Lack of accountability leads to selective adherence in future processes. Establish clear expectations from the outset, discussing them during the hiring process to align behaviors with organizational culture. Move away from hiring based on similarity and embrace diversity in backgrounds, perspectives, and ideas.

Professional Development

View staff development as growth opportunities rather than punishment. Address consistent mistakes with additional training, emphasizing support for employees to perform their jobs effectively. Align professional development, feedback, and engagement surveys with organizational values to ensure relevance and importance to employees.

Practices

Adapt company practices to the evolving nature of the organization. Understand how meetings are conducted and communicate participation expectations, especially during disagreements. Recognize that practices suitable for a smaller team may need adjustment as the company grows.

Changing organizational culture requires dedication and time. To initiate change:

1. Understand Expected Behaviors: Clearly define expected behaviors throughout the organization.
2. Implement Supportive Systems and Processes: Identify systems and processes that reinforce desired behaviors.
3. Develop Best Practices: Establish practices that empower employees to be their best versions.

Your leadership plays a crucial role in defining and transforming organizational culture. By focusing on behaviors, processes, expectations, professional development, and adaptive practices, you can shape a positive and resilient workplace culture over time.