All employees working in an organization influence the business culture in one way or the other. However, its the leadership that wields the largest and most direct effect on company culture. It sets the tone of the workplace culture and helps employees realize how significant their contributions are for achieving the company’s mission.
3 areas where great leadership impacts business culture
A company’s culture evolves and advances from a common mindset. Most often than not, it is the top leaders who define the values, beliefs, and ethics of an organization. They establish what behavior is acceptable and what is not. Almost like the pied piper effect, employees begin to emulate such behavior.
Below are 3 areas in which leadership plays a significant role in shaping an organization’s culture.
1. Motivation
The motivations and wants of a leader often trickle down to their staff. Therefore an organization whose leaders are only motivated by money will set up a workplace culture where employees only show up for their paychecks. On the other hand, if the leaders are more motivated by purpose, it will attract employees with the same values.
Thus the leaders must open up communication channels and get to know their staff. This will inspire them. Listening to their beliefs and motivations will make them feel appreciated. This is important as satisfied employees are essential for building a healthy company culture.
2. Mentoring
The top management consists of people who have in-depth knowledge about the ins and outs of the company. Just like any team, employees expect their leaders to share their winning plays with them. When the leaders share such information, they help create a culture that focuses on creativity and collaboration aligned with performance and fun.
Some of the topics leaders can share their views on are- company rules and policies, quality of work, healthy workplace culture, etc. However, it is not enough to state them. They must lead by example. Leaders must make use of their office intranet to connect with their staff. Answering staff questions, video meetings, and leadership blogs are ways leaders can mentor their employees and create a culture of continuous learning.
3. Responsibility
Employees must know what is typically expected of them to meet the company’s objectives. They must be fully aware of the image they must maintain, expected levels of productivity, and the right channels for doing business. Forming these rules and enforcing them is the responsibility of the top management. This is, in fact, a fundamental way of influencing the culture of an organization.
Leaders must make it mandatory for employees to read the company policies, manuals, and process descriptions to ensure that the staff is aware of the standard business practices. This will also help to build transparency, which will create a culture of trust in the organization.
Conclusion Building a good business culture requires effort from all stakeholders. But it must start from the top as leadership has a magnetic influence on the business culture and its people. With a clear vision and plan, leaders can steer the course and establish a culture that best defines their organization.
