As leaders, we can get caught up in delivering the strategy and placing huge importance on our goals and action plans. And it absolutely is a priority. But let's take a step back a minute and think about something equally importantour culture.
Culture is “the way we do things around here.” It’s all about beliefs, values, and behaviours. Those little conventions that build up over time and shape how our businesses work. It sets the tone for our teams and organisations, and it affects everyone.
Hack Future Lab took the pulse of 100 business leaders globally in 2023. An overwhelming 84% agreed that culture is critical for business success and 60% agreed that culture is more important than strategy or the business model.
How then do we influence or shift culture? Well as leaders we can take inspiration from parenting. Just as our parents modelled behaviours to influence us, so we as leaders must model the desired culture to influence our teams. Behaviours play a significant role in shaping culture, as people learn by observing and modelling those around them. As leaders we need to assess our own behaviours and ensure they align with the culture we are trying to create.
However this is not just about having nice-sounding values or processes on paper or the wall of the office. If we say one thing but don’t demonstrate it with our own actions, it sends a message that how we behave doesn’t matter. We must embody the behaviours and values we want to see in our teams, as this demonstrates what is ok and not ok, leading to a more consistent and aligned culture.
We can also use storytelling to help reinforce our culture. Sharing stories that provide examples of desired behaviours can help team members understand how they should act and behave. These stories become the foundation of the culture and shape people’s actions.
We don’t always need to be overly prescriptive though when setting cultural norms. Remember we are working with adults, so allowing people to recognise and apply desired behaviours can be more effective than dictating rules. We just need to course correct as and where needed.
If then you are looking to adjust or develop your culture, think about the following:
What is working well that should be kept and built on?
What is not working and what are the behaviours that contribute to those issues?
Do I recognise these behaviours in myself? Am I doing things that mean my people are behaving in this way?
Where am I focusing ? What am I not listening to or assuming about the business? What other questions do I need to ask?
Who can I speak to who will give me really honest feedback on how I am behaving and on what they see in the business?
Reviewing all of this, what do I need to do and how do I need to behave differently to get the outcomes I want?
What conversations should I have with my people or my peers to ensure that we’re all on the same page?
How and from whom will I get feedback to make sure I’m on track with this, and that it is making a difference?
Notice all my questions say ‘I’ not ‘we’. Until I hold up the mirror to myself as a leader, I can’t impact change on others. Because, in the end, to really make a difference to a business culture, cultural change starts with us.
If you feel coaching would benefit you or your team contact Annabel via LinkedIn, annabel@successfultraining.co.uk, or visit www.successfultraining.co.uk