Peter Drucker once famously said, “Culture eats strategy for breakfast.” This powerful statement underscores the critical role that organizational culture plays in the success of any business. Yet, many leaders, especially those who have risen through the ranks due to their technical expertise or individual performance, often overlook the importance of culture building. I have stood before supervisors and managers numerous times, and often enough I see signs of struggle in understanding people and navigating people and organizational dynamics. In this article, we will explore why leaders must learn about culture building and discuss concepts and recommended actions for building an aligned culture.
The Unspoken Expectation
Many supervisors and managers find themselves in leadership positions because of their outstanding performance as individual contributors or their expertise in a specific field. While these qualities are undoubtedly valuable, there is often an unspoken expectation that promoting them to leadership roles will enable them to multiply their success through others. However, this expectation is frequently not clearly communicated, and leaders are left to figure out how to navigate their new responsibilities.
The Challenge of Multiplying Through Others
One of the primary reasons leaders fail to meet the expectation of multiplying their success through others is that they lack the necessary skills and understanding of culture building. They may excel in their technical or subject matter expertise, but leading a team or organization requires a different set of skills, with culture building at the core.
Understanding Organizational Culture
Before we delve into why leaders must learn about culture building, let’s clarify what organizational culture is. Organizational culture refers to the shared values, beliefs, attitudes, and behaviors that define how an organization operates. It’s the invisible force that shapes the way employees interact with each other, make decisions, and respond to challenges.
Why Culture Building Matters
- Employee Engagement and Productivity: A positive and aligned culture fosters higher levels of employee engagement and productivity. When employees feel a strong sense of belonging and alignment with the organization’s values, they are more motivated to contribute their best work.
- Attracting and Retaining Talent: Organizations with a strong culture are more attractive to top talent and are better equipped to retain their employees. People want to work for organizations that align with their values and provide a supportive and inclusive environment.
- Resilience and Adaptability: An aligned culture enhances an organization’s ability to adapt to change and overcome challenges. When everyone is on the same page and shares a common purpose, it becomes easier to navigate disruptions and make strategic shifts.
Recommended Actions for Building an Aligned Culture
- Ensure Values Alignment: Start by understanding the core values that represent your organization’s beliefs and principles. Compare these with yours. Do they align? Is it clear to you how they look like in action? You can’t build an aligned culture if you don’t have a personal buy-in on those values and have no clarity on what they require from you and others. These values should guide decision-making at all levels and serve as the foundation of your culture.
- Lead by Example: As a leader, your actions and behaviors set the tone for the entire organization. Demonstrate the values you want to see in your team and encourage others to do the same. As they say, action speaks louder than words. When there is incongruence between words and actions, people look at the actions not the words. Avoid confusion by ensuring that what you do aligns with what you say.
- Communicate and Reinforce: Consistently communicate the organization’s values and expectations to your team. Use every opportunity to reinforce the importance of these values in daily operations. Point out and celebrate aligned behaviors and performance. Stories are powerful, highlight those values in your stories of challenges, and victories.
- Hire for Cultural Fit: When hiring new team members, prioritize cultural fit alongside technical skills. Look for individuals who share your organization’s values and can contribute positively to the culture.
- Foster Inclusivity and Belonging: Create an inclusive environment where all team members feel valued and included. Encourage diversity of thought and celebrate the unique perspectives that each person brings to the table. This happens when the leader is not so hung-up on their authority and is not offended by disagreements.
- Seek Feedback and Adapt: Regularly seek feedback from your team and be open to making adjustments to improve the culture. Encourage an ongoing dialogue about culture and its impact on the organization. Set up specific times in a month or a quarter to talk about team dynamics, and not just goal achievement. You’ll find that when there is a collaboration between leader and team members on how to collaborate better, performance follows.
Organizational culture is a key determinant of success. Leaders who recognize the importance of culture building and take proactive steps to align their teams with shared values and beliefs are better positioned to thrive. Remember, culture eats strategy for breakfast, and by investing in culture building, leaders can drive employee engagement, attract top talent, and ensure their organizations are resilient and adaptable in the face of challenges.
