Getting a great work culture going is not at all easy.
It’s a journey that should be embarked upon only if leadership, of an organization, puts its heart and soul into it. Unless and until leadership walks the talk no amount of programs and activities can deliver a culture that creates value all round.
Why this focus on culture?
“Culture is the heart and soul of organizational capability. It drives strategy execution, approach to design, interpretation of customer needs/wants.”
Usually stuff around culture is parked under the
Human Resource function as HR is given the tasks that
impact culture. Whilst the functional responsibility is under
HR, the accountability for it lies solely with the leadership of
In any organization culture is set by the way the leadership walks the talk.
Leaders set the strategy but more importantly it’s their behaviour and actions that sets the tone on how that strategy gets executed. Employee engagement scores on ‘teamwork’ and ‘collaboration’ maybe the responsibility of HR but it is leadership that sets the conditions by which teamwork and collaborations occur.
Like it or not that’s reality.
A reality that makes many great employee engagement programs come to naught.
Can we change this?
Yes we can! By creating an impact on attitude.
The Oxford dictionary defines attitude as
‘a settled way of thinking or feeling about something’.
The key word here is ‘something’.
What is this ‘something’?
Purpose defines the type of culture that is present.
For any organization defining its purpose is essential as it
is the very essence of its existence.
Purpose provides the cause why that organization is operating and provides the reason why employees would further its agenda. Obtaining buy-in or creating alignment, where purpose of an organization is concerned, is where success or failure resides. More on purpose can be read here.
Coming back to getting a culture program going it is imperative that leaders project an attitude that reflect the purpose of the organization in each and every activity and interaction of theirs’ and tangibly value each employee.
Recognizing, appreciating and expressing trust & belief in the employees’ potential and ability leads to transparency and creates an atmosphere of safety. Such behaviour then creates a congenial atmosphere where team spirit is fostered–
where failure is not taboo and where heartfelt attempts are applauded. In such an environment there will be open communication, acceptance of responsibility and emotional maturity to take accountability.
Being human and connecting from the heart allows for a bit of love in business.
As a team, once the employees feel such an atmosphere, the pathway for effective employee involvement and engagement is paved.
Not really when you keep in mind that we all tend to lead through emotions. Given that we do spend more time with our co-workers and bosses (perhaps more than the time we spend with our loved ones) understanding those emotions, harnessing it leads to having a unique productive culture for your organization.