I was recently invited to speak to around 500 senior leaders at a conference for a big global telecommunications company (they have over 230 million subscribers) During the breaks I had many robust conversations about how leadership affects “culture”. Having been in the mobile industry for over 22 years and after a decade of running leadership seminars around the world for various industries, I believe that the challenge and the solution when it comes to culture, rests with a company’s leadership.
Here are three things I’ve learned along my travels.
- The first step in creating a vibrant culture would be to decide on, and then clearly articulate the kind of culture you want to promote at your organization. (This assumes that every one is clear about Vision/Mission/Values, how they fit into the big picture and how the VMV relates specifically to them)
- The second step would be to align everyone with the strategic direction the organization is taking. This would require having regular alignment conversations with individuals and pit stops with teams / departments to ensure everyone is heading in the same direction.
- Changing culture without leadership development is the biggest challenge. Step three would be to find leaders who are already influenced themselves, who can influence both individuals and groups in many contexts over time and whose primary aim is help team members find meaning in their work and develop them be the best version of themselves everyday.
Don’t complicate things Lead on Purpose and let the company’s culture develop from that.
Hank van der Merwe