January 19, 2018 • 4 minute read • by Saeed
“DENIAL = WHAT I THINK – THE FACTS” ~ Unknown
In my 30 years of work, I have come to the conclusion that the impact of corporate culture and leadership on talent management, productivity and organizational success, cannot be ignored. Yet, all too often it is. In a nutshell organizational culture refers to the beliefs and values that influence the attitudes and behavior of the employees. I have never seen a successful organization where organizational culture, leadership behavior and job satisfaction of employees did not work hand-in-hand. Here are 4 ways that leadership and culture work in tandem to either facilitate or impede organizational success:
1. Organizational Culture = Leadership Values + Priorities
The culture is, ultimately, a reflection of the values of those leading the organization. If your values as a leader are to be inclusive and give everyone a voice, this will be reflected in the way you manage meetings. If you value work-life balance, your employees are likely benefiting from this through specific programs you have implemented. The core values of an organization begin with its leadership, which will then evolve to a leadership style. When leadership is able to consistently communicate and promote the organizational ethos, values, and priorities to employees, their acknowledgement and acceptance of it can influence their work behavior and attitudes.
2. Organizational Culture = Performance + Productivity
The level of work satisfaction with their jobs and the level of team satisfaction can have a powerful impact on individual performance. Relationship problems in the workplace have been found to be associated with absenteeism, decreased productivity and decreased engagement. Your people are your greatest asset. The cornerstone of all relationships, on or off the job, is trust. When trust is lacking, individuals and teams cannot succeed. Fairness, honesty, recognition, openness, transparency, and effective communication are the hallmarks of a trusting workplace culture.
3. Organizational Culture = Innovation + Creativity
Companies such as Google, Samsung, and Apple often rank high in studies that evaluate most innovative cultures. That is because these companies approach innovation as a byproduct of culture rooted in experimentation and risk taking. For example, Google founders Larry Page and Sergey Brin famously encourage their employees, in addition to their regular projects, to spend 20% of their time working on what they think will most benefit Google believing that this empowers employees to be more creative and innovative. As such, innovation and creativity is intentionally built into the fabric of the corporate culture.
4. Organizational Culture = Employee Satisfaction + Engagement
This last one is perhaps the most important. The culture within an organization plays a large role in whether the company is providing a happy and healthy environment in which to work. When the interaction between leaders and their people is constructive, employees will make a greater contribution to team communication and collaboration, and will also be encouraged to accomplish the mission and objectives assigned by the organization, thereby enhancing job satisfaction and engagement.
A Final Word
A two-dimensional model of leadership that focuses on the concern for people and production has been used for many years in organizational development research and management training. Although leadership and organizational culture constructs have been studied, the relationship between leadership values, culture, worker satisfaction, engagement and performance is still not well understood. This is worthy of the attention of leaders so that they can modify their behavior in order to maintain a good mutual relationship with their employees, improving their working attitude and, reducing work conflict, increasing productivity and improving the stories they tell.
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