Politics. Gossip. Back stabbing. Whining. Distrust. Selfishness. Bad Attitudes. Work environments characterized by one or more of these traits are miserable places to work.
I often run into leaders that know they are leading teams that have these issues. Unfortunately some of these leaders fail to realize that the cultures of their teams are the results of their leadership. Or more accurately, their lack of leadership.
I am attending The National Conference on Culture and Leadership this week. This blog is reposted from February 2013.
Letting Culture Happen
Every organization develops it’s own unique culture. It is inevitable. A leader has a choice to let culture just happen or to intentionally influence the culture the leader wants to create.
The thermodynamic term entropy states that a system left to itself tends to breakdown. Whether establishing a new team or leading an established team, if attention is not given to the culture of that team, it will soon begin to breakdown.
Too many leaders focus on everything but culture. Problems like performance counseling, mediating issues among teammates, and solving problems way below their level can consume a leader’s focus.
The ironic thing is with a strong culture a lot of the issues these leaders deal with will diminish.
3 Ways To Make Culture Happen
Leaders. Make it happen! Don’t let culture happen without you controlling it. The leader can control the atmosphere and the character of the organization. But, it must be intentional and consistent.
1. The Right Values
Are your values valuable? Do they mean anything to your people or are they just words on a poster or website.
I am not a big fan of the word culture anymore. It has become watered down to include casual Fridays and other perks at work. I like the term organization character.
Organizational character describes a team’s demonstrated values. How a team acts on a habitual basis – towards each other and towards it’s customers. That is a team’s character.
Words like integrity, courage and character are rarely defined in an organizations value statements. Therefore, personnel often act differently in similar situations.
Here is one company’s description of what integrity looks like in practice:
Integrity In Practice at Acme Inc.:
- We will keep our promises to our customers and to each other.
- We will speak with candor and in a straightforward manner.
- We will be responsible for our actions and the actions of others on our team.
- We will always challenge a potential integrity issue.
- We will determine what the right thing to do is and do it, no matter our circumstances.
2. The Right Communication
The leader must communicate what good looks like. When people are faced with a challenge to their integrity, how will they respond?
Case studies that challenge our ideas about integrity prepare us for when temptations come. Example:
“Your boss closes the door to your office and tells you to change the date on a big purchase by one day in order to get it on the previous month’s budget. You know it will help last month’s sales, but it will also put the team behind in the new month. What should you do?”
Leadership and values discussions can happen at the start of each meeting. One case study with some good probing questions will only take 10 minutes, but it will go a long way towards establishing and reinforcing what the leader believes is important.
Without these discussions, values tend to be theoretical not practical. Case studies and reading articles, blogs or chapters in books will allow people to prepare for the challenges to come.
As a leader, it is my responsibility to prepare my people for those challenges. If someone has never discussed or even thought about what they might do when they are challenged at work, I am gambling that they will do the right thing at the moment of truth.
Here is a link to a previous post that may help: Building Leaders With A Blog
3. The Right People
I was recently in a meeting with a client who asked me what they should do about a talented yet caustic employee. My answer: “It depends on how much you value your culture.” This company has a great culture, but one poisonous apple.
Talent does not trump character. If I allow someone’s talent to outweigh their character, I am giving up control of the culture of my team.
We have all been there. That one person who bullies, complains, or lacks work ethic can bring down everyone around them.
As a leader I must realize that talented people are not hard to find. People of character are.
The Bottom Line:
If I lead a team, I am responsible for its culture. Even if the larger organization is dysfunctional and does not demonstrate the values it claims, I can still influence the culture of the team I am responsible for.
Having the right values, communicating them consistently and having the right people on the team are all in my control, no matter what level leader I may be.
Leaders! Don’t let culture just happen! Take control of what you can control and make culture happen. If you do, your people will thank you.
They will thank you for creating an environment where politics, gossip, back stabbing, whining, distrust, selfishness, and bad attitudes are not tolerated. It will be a place they love to come to work and a team you love to lead. It is in your control!
What was the best team you ever worked on? What did that leader do to create that culture?