Cultural Leadership: Walking the Talk
In the ever-evolving business landscape, one constant that should remain unwavering - your company's culture. It is the cornerstone upon which your organization is constructed, an intangible force that shapes your team's day-to-day operations, and the adhesive that binds your shared vision, mission, and values together. In a world where the business landscape is constantly changing, the significance of company culture has never been more pronounced. It is a dynamic force that can propel your organization to new heights or, if neglected, hinder its progress.
Cultivating and sustaining the right culture requires dedication, intention, and, most importantly, leadership, starting at the highest levels of the organization. As CEOs and leadership teams, setting the tone is your responsibility. Your actions, values, and priorities hold the power to influence the culture more profoundly than any mission statement alone can. Culture doesn't just happen; it's not something you can delegate to human resources or relegate to a culture committee. I like to imagine culture as a critical strand of organizational DNA woven into your organization's fabric, guiding every move and decision.
Leading by example is the bedrock of culture development. It's not about mere words but about demonstrating the behaviors and values you want your team to embrace. Your actions should reflect your commitment to the culture you envision. The quote below, often paraphrased as “be the change you want to see in the world,” captures this thought well.
“We but mirror the world. All the tendencies present in the outer world are to be found in the world of our body. If we could change ourselves, the tendencies in the world would also change. As a man changes his own nature, so does the attitude of the world change towards him. This is the divine mystery supreme. A wonderful thing it is and the source of our happiness. We need not wait to see what others do.”
– Mahatma Gandhi
Communication and Trust Are Key
Open, transparent, and frequent communication is the cornerstone of a healthy culture. Transparency is more than just sharing information; it's about creating an environment where everyone feels informed and involved. A contemporary take on this concept is creating “psychological safety,” where team members feel safe bringing their whole selves to work and interacting and communicating with colleagues openly. Check out other great Victory Strategies content on psychological safety in our Accelerating Leadership Academy for more learning on this topic.
Trust your team to make decisions and encourage autonomy. Individuals who own their work become more engaged and invested in the organization's success. However, autonomy should always be paired with accountability. Accountability ensures that individuals take responsibility for their actions and decisions. The delicate balance between freedom and responsibility characterizes a winning culture.
Keep Learning and Growing
Cultivate a culture of continuous learning and growth. Provide opportunities for and encourage growth, training, and skill development. Investing in your employees' development demonstrates your commitment to their personal and professional growth. Having personal and professional development goals supported and encouraged by the organization for every team member is incredibly valuable. This should be a thoughtful exercise and discussion between individuals, teams, and leaders.
What are you trying to improve?
What new skills or abilities do you want to acquire?
Who are you working to become?
The discussion and process should be open to more than just “corporate” skills. Perhaps someone wants to learn a new language, how to play the guitar, or write a book. Not that they would work on those skills during the workday, but this encourages transparency and trust and allows individuals to express their individuality. It also recognizes that most people don’t live only to work but work to live and enjoy all aspects of their lives, in and out of the workplace.
Celebrate and Be Grateful
Acknowledging and celebrating big and small achievements is a powerful cultural element. Recognition goes beyond tangible rewards; it fosters a sense of belonging and reinforces desired behaviors. Strive to regularly express gratitude for your team's efforts and contributions. Genuine appreciation is a practice that strengthens the values you hold dear in your organization.
Be Humble: Seek and Accept Feedback
Encourage feedback at all levels of your organization. Be open to constructive criticism and vulnerability. Vulnerability isn't a weakness; it's a strength that fosters trust and openness. Constructive feedback is a valuable tool for improvement and a testament to a culture that values growth and adaptability. I have found when leaders are hesitant to be transparent or vulnerable, it can be traced back to a lack of trust, humility, self-confidence, or all three.
Embrace Diversity: Not Something You Do But Who You Are
Embrace diversity and inclusion of all types as integral parts of your culture. Ensure that every voice is heard and valued. Promote a culture where differences are celebrated, and individuals from various backgrounds feel respected and included. Diversity enriches your culture and has been proven with data to drive innovation, creativity, and results from the boardroom to the loading dock. This is not something you have to do; it should just be a part of who you are as a leader, team, and company.
Measure What Matters
Implement metrics and feedback mechanisms to track cultural progress. Inspect what you expect and reward (financially and otherwise) behaviors, attitudes, and outcomes that embody your culture. A culture of accountability means acting when needed to uphold the values and behaviors you've set as priorities. In a previous CEO role before joining the team at Victory Strategies, I had the opportunity to build a company culture and incorporate metrics and feedback into quarterly coaching and feedback sessions and annual performance summaries (not a review – a topic of another article). It served as a signal to all that culture was important, and everyone was expected to evolve in understanding and demonstrating the company’s cultural values.
Vision + Passion + Patience
Building a strong culture takes time, requiring patience, persistence, and a commitment from leaders to demonstrate what they expect others to emulate. Cultural growth and shifts can be gradual, but the long-term benefits are worth the effort. Stay committed to the values and behaviors you aim to instill in your organization, no matter what.
Remember, your company culture is critical to your brand, influencing every aspect of your business. By sticking to your vision and leading purposefully, you can create a workplace where your teams thrive, innovation flourishes, and your shared values define your partnerships and success.
If you want more information on developing your culture, check out other Victory Strategies wisdom articles and resources at our main page.
Authored By: Bryan Stewart, Managing Director