Culture never happens by accident; it only happens through intentionality. Moreover, a great company culture seldom works its way from the bottom up. More often, it starts at the top and then rolls down to cover everyone else in the company. In other words, the leadership sets the tone—and your style of leadership can make or break the company culture.
The obvious question, then, is this: What can you do, as a company leader, to establish a vibrant, productive company culture?
Leadership and Culture
It all depends on the kind of culture you’re looking to achieve.
Culture of feedback. For example, as a leader, you can set the tone for a company that actively courts feedback, and uses it to improve processes and services. Have an open door policy with your employees. Let them know you are zealous for their comments and suggestions. Don’t be defensive when you receive feedback, even if it is critical; take it under advisement as you move forward, and let employees know that their opinions are meaningful. Employee reviews and engagement surveys are also important here.
Culture of accountability. Make sure all of your employees know what the company’s vision and values are, and how their role plays into it. Make it clear to each employee how his or her position is integral to the broader good of the business. When mistakes are made, make sure they are used as learning experiences—and when you make a mistake, own up to it.
Culture of curiosity. Develop a culture in which all of your team members are constantly developing themselves—personally as well as professionally. Invest in ongoing education. Reward those who love to learn new things and sharpen their skillsets. At employee reviews, ask about ways in which you can facilitate further learning and career development. Invest in leadership training and ongoing education for yourself, too.
Culture of communication. Start each day with a team huddle. Go over goals, upcoming challenges, and new opportunities. Again, keep your door open, and solicit the opinions of your employees. Involve them in the decision-making process, rather than dictating the company’s direction all on your own.
Note that these different cultures do not have to be mutually exclusive. You can unite all of these practices into a culture you’re proud of—but remember: As the leader of the company, your actions will go a long way toward establishing what the culture truly is. Educate yourself further at the ACES site!