Break the Pattern Keeping You from Being Your Best Leadership Self

leader break the pattern

Many of us feel at times as if we are impersonating a leader rather than working out what it means to be ourselves in a position of leadership. Instead of covering up those underdeveloped areas, great leaders learn how to be the best versions of themselves in the leadership moments that matter. Because organizational culture is made through the shared experiences of its people, empowering individual leaders to step forward more authentically becomes a catalyst for positive culture change.

To Drive Culture Change, Identify a Critical Few Behaviors

culture behavior

Focusing on a “critical few” behaviors is one of the fundamental tenets of working effectively with organizational culture. These are patterns of acting that are actionable, highly visible, and measurable. Most important, adopting these behaviors has a meaningful impact on an organization’s strategic and operational objectives. The behaviors are critical because they will have a significant impact on business performance when exhibited by large numbers of people; they are few because people can really only remember and change three to five key behaviors at one time.

Culture drives everything that happens in your organization … good or bad!

culture organizational constitution

What critical success factors do you monitor closely in your business?

Most leaders I speak with tell me they primarily watch performance metrics—widgets out the door, services sold, installations, market share, profitability, and the like. Customer service rankings come in a distant second.

Connection: A Building Block of Culture

connection to culture

Many factors contribute to unwanted turnover: A poor relationship between supervisor and employee; a toxic work culture; dissatisfaction with the job; and employee-peer drama.

All of these issues have one thing in common: Connection. Connection creates trustworthiness, loyalty, and a sense of ownership. Connection is a key building block to a great culture. Relationships crumble and relationships erode when there is a lack of connection.

Your Culture Is … As Your Organization Does

culture is as organization does

In initial conversations with company executives, 92 times out of 100, they’ll call us and say something like, “We’ve heard you’re culture change experts and we need to change our culture. We’re thinking we want it to be more fun like that Tony what-his-name guy’s company—umm, Zappos. Can you do a “we ‘heart’ employees” (I say tongue-in-cheek) campaign or something to help us with that?”