Readers of the Association for Coaching’s ‘Coaching Perspectives’ issue in April may have read an insightful column by Keith Merron in which he stated that ‘the culture of an organisation is to a large extent, the reflection of the mindset or worldview of the leadership”. In short, the culture of a workplace is set by those who lead it and changing the culture from the top down is where it starts.
Merron comes up with three key stages that he believes are crucial in creating effective cultures led from the top:
What is a workplace culture?
A workplace culture defines the values, beliefs, and behaviors that shape the environment in which employees operate. It has a profound impact on employee satisfaction, engagement, productivity, and overall organisational success. While culture is influenced by various factors, its transformation begins with the leadership at the top. In this blog post, we will explore why changing the workplace culture starts at the top and how leaders can spearhead this transformative process.
At Think EQ, this is our approach to creating cultures that put people at the heart:
- Setting the Tone
Right at the top, your leaders are the flag bearers of organisational values. They have the power to set the tone for the entire workforce. When leaders demonstrate a commitment to fostering a positive and inclusive culture, employees take notice and are more likely to emulate those behaviors. By modeling the desired cultural attributes, such as transparency, respect, and collaboration, leaders send a powerful message that reverberates throughout the organisation.
- Defining the Vision
The leadership play a pivotal role in defining the vision and mission of an organisation. By clearly articulating these guiding principles, leaders provide a roadmap for employees to align their actions and behaviors. When the workplace culture is a top priority, leaders should incorporate cultural aspirations into the organisation’s vision statement, reinforcing the importance of cultivating a positive and thriving work environment.
- Aligning Policies and Practices
To effect cultural change, leaders must align policies and practices with the desired cultural attributes. This includes revisiting and reevaluating existing policies, procedures, and systems to ensure they support the intended culture. For instance, leaders can promote flexible work arrangements to emphasise trust and work-life balance, or establish transparent communication channels to foster openness and collaboration. By addressing structural and operational aspects of the organisation, leaders lay the foundation for a culture that nurtures employee well-being and success.
- Empowering and Developing Employees
Leadership plays a critical role in empowering and developing employees. By providing opportunities for growth, recognising achievements, and fostering a learning culture, leaders promote engagement and satisfaction among the workforce. Those at the top should actively support initiatives that encourage skill development, mentorship programs, and regular feedback. When employees feel valued and supported, they are more likely to contribute their best efforts towards achieving organisational goals.
- Accountability and Transparency
An organisation’s leaders must hold themselves and others accountable for upholding the desired culture. This involves consistent communication of expectations, providing feedback, and addressing behaviour misalignments promptly. Bosses should lead by example and demonstrate integrity and transparency in their actions. By creating a culture of accountability, leaders foster an environment where individuals take ownership of their responsibilities and actions.
- Encouraging Diversity and Inclusion
An inclusive workplace culture embraces diversity and values the unique perspectives and experiences that each individual brings. Those in charge should champion diversity and inclusion initiatives, actively seeking diverse talent, and promoting equal opportunities for all employees. By fostering an environment where differences are celebrated, leaders can create a culture that is both innovative and adaptable.
- Continuous Evaluation and Adaptation
Culture is not static; it evolves over time. Effective leaders understand the importance of continuous evaluation and adaptation to ensure the workplace culture remains aligned with the organisation’s goals and values. Regular feedback mechanisms, surveys, and open forums can help leaders gauge the pulse of the organisation and identify areas for improvement. By being responsive to employee feedback and adapting strategies accordingly, leaders demonstrate their commitment to fostering a positive workplace culture.
So who’s responsible for driving the culture?
Changing workplace culture is a complex and multifaceted endeavor. However, it is the responsibility of leaders to drive this transformation. By setting the tone, defining the vision, aligning policies, empowering employees, and encouraging accountability, leaders can create an environment where employees feel valued, motivated, and engaged. Changing the workplace culture starts at the top, and when leaders prioritise this effort, the positive effects ripple throughout the entire organisation, resulting in improved employee well-being, productivity, and organisational success.
Which companies have got it right? Which companies have still got some way to go? This article has some great examples that have undergone a cultural u-turn.