This past week I had the privilege of having lunch with a leader who asked about the subject of culture. I said, “That’s interesting. I’ve been doing a deep dive into (the subject of) culture over the past 12-to-18 months.”
He then followed up by asking what was the single most important ingredient to having a healthy organizational culture.
I said, “Well, during the coronavirus I developed a system to train churches and businesses on what is required to have a healthy culture. It requires dozens of things but if I had to pick just one thing, just one to having a healthy cultue, it would be the top leader in the organization. In other words, the senior pastor, the head coach, the CEO, the owner, etc…”
I then gave a few examples. “For instance, does anyone not think the New England Patriots’ culture is not a reflection of Bill Belichick? Or Alabama a reflection of Nick Saban? Or Apple a reflection of Steve Jobs? Or does anyone not think the hospitality shown when you eat at Chick-fil-A would not be unlike going to Truett Cathy’s own house when he was alive?”
With those statements he nodded and said, “So it’s true when someone says if you want to get better as an organization, get better as a leader.”
I said, “Correct. Jeff Van Gundy has one of my favorite sayings. He said, ‘Your best player must set the intolerance for anybody who gets in the way of winning.’ There are a number of other statements. Speed of the leader, speed of the team. People do what people see. So goes the leader, so goes the people.” I then summed it up…
“The leader sets the tone for the entire organization and therefore, sets the culture for the entire organization.”
So, does your organization have a problem with its employees’ level of commitment? That’s a culture problem and therefore, a leadership problem. The leader likely has a low level of commitment.
Does your organization have a problem with tardiness to work or meetings? That’s a culture problem and therefore, a leadership problem. The leader likely has a time management problem.
Does your organization have an integrity problem? That’s a culture problem and therefore, a leadership problem. The leader likely has an integrity problem as well.
Does your organization experience unacceptable levels of unhealthy conflict? That’s a culture problem and therefore, a leadership problem. The leader likely has a low quotient level of emotional intelligence.
Is there a lack of respect in your organization for each other and your customers? That’s a culture problem and therefore, a leadership problem. The leader likely doesn’t respect the employees or customers.
By Contrast
Does your organization have a high commitment to excellence? That’s culture and therefore, the leader likely has the highest level of intolerance for sub-standard performance in your organization.
Is your organization a learning environment and place of continual growth? That’s culture and therefore, the leader likely is the most committed person to continual learning in your organization.
Does your organization treat customers and fellow employees with love, dignity, and respect? That’s culture and therefore, the leader likely treats customers and fellow-employees with more love, dignity, and respect than anyone in your organization.
Is your organization generous with praise, product delivery, and compensation? That’s culture and therefore, the leader is most likely the most generous person in your organization.
You get the picture. If you want a healthier organization, a more successful organization, an organization you are proud to be a part of and represent, the solution is easier than you think. The first step is becoming that type of leader.
Once again, the leader sets the tone for the entire organization and therefore, sets the culture for the entire organization.
Here’s a hint about the second step, you hire culture. More on that in the future.
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