Leadership Creates a Strong Culture
Corporate culture is driven by Vision and Values reflected in the actions, behaviours and decisions made by the Executive or Leadership Management Team. These Leadership Behaviours shape the structure and the resulting systems which staff employ in their day to day work.
Further, norms and standards of behaviour evolve from these decisions and actions which are reflected in working practises and the actions of 1st and 2nd line managers and middle managers.
The symbols of your culture and rituals evolve so it is almost impossible to not note how culture translates into the evolving physical presence and office rituals and layout.
Consequences of Poor Leadership on the Organizational Culture
Consequences of Powerful Leadership on Organizational Culture
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Further, norms and standards of behaviour evolve from these decisions and actions which are reflected in working practises and the actions of 1st and 2nd line managers and middle managers.
The symbols of your culture and rituals evolve so it is almost impossible to not note how culture translates into the evolving physical presence and office rituals and layout.
Consequences of Poor Leadership on the Organizational Culture
- A poor culture will probably exist by default
- You will note that when key Leadership roles and positions change so does the culture – both for the good and for the bad
- In a weak culture – the culture is poorly or barely maintained and never really driven
- Role models are inconsistent – people look to senior staff as ‘boss watchers’ to see what is encouraged and what is not
- There is confusion about norms, standards and acceptable behaviours
- Office layout is reflected in petty politics and segregation and the build up of cultural and departmental silos
- There are many cultures within the business with managers having their own particular way of doing things
- There may be ‘turf wars’ between functional groupings
- Culture is on the decline and a ‘teamness’ never evolves
Consequences of Powerful Leadership on Organizational Culture
- A positive and strong culture aligns values, leadership and behaviours
- Behaviour is consistent with value drivers whether they be Accountability, Customer Focus, Speed or Response, Value for Money, ROI and creating stakeholder value
- The cultures is constantly evolving and rejects the ‘cocktail of cultures’ that is prevalent in many businesses
- A strong culture is typified by high performance and high energy teams who are passionate about what and they do things
- Staff take ownership for change are flexible, actively seek more responsibility and substantially contribute more to the business
- The business retains high performers, has an acknowledged and transparent succession plan, and provides staff with development opportunities to master their potential
Contact Philip direct by email or use our contact form
