Every employee plays a part in the process of shifting organizational culture, yet at the end of the day, leaders are the ones who can make or break it; the choices they make cause a ripple effect on employee recruitment, engagement, and performance that powerfully impacts an organization. Creating a culture of leadership is a key component in your organizations ability to grow year after year.
Many organizations assume that by adding leadership training or a leadership development program that they can automatically create a culture of leadership. The shift to a leadership culture takes time and full commitment from all members of a team. Building a culture of leadership requires the organization to define the skills and behaviours that are required by organizational leaders from the top down.
Here are 4 ways to help build a culture of leadership:
1. Define the desired leadership culture.
2. Culture should not be developed strictly through a top down approach.
3. A culture of leadership exists beyond policies or internal directive, the entire organization must be involved.
4. Enable mastery of professional skills at all levels of the organization.
When it comes to driving organizational change, leaders play a critical role by setting the tone for what’s acceptable within a company. Leaders must make leadership development an essential component of advancement that focuses on mastery of leadership and leading self. In alignment with this, authentic leaders need to constantly be in tune with their own performance and how their actions impact the growth and development of their colleagues and company-wide.
Leaders and employees at all levels must take it upon themselves to assess their own leadership behaviour. Consider these two activities:
Check-in with yourself. Leaders need to assess their internal belief system and how it impacts their decision-making process and perspective. An example of this is being aware of what is in the best interests of the organization and how decisions align with the values of the organization.
Be open to examining your own leadership skills. No one is perfect! No leader has it all! Be aware of both your strengths and weaknesses and how these behaviours impact other people in your organization. Lack of self-awareness will have a negative ripple effect throughout the organization.
Leadership has a direct impact on the performance of employees, other leaders, and the company. Leaders that are in tune with the impact of their behaviour and assess it on a regular basis will be in a better position to make the best decisions possible – for the entire organization. THIS will have a positive ripple effect throughout your organization.