Nurturing a Positive Workplace Culture: Leadership Tips

In casual conversations, particularly when catching up with friends and family, it's common to inquire about each other's work experiences. The response is often qualitative, expressing sentiments about how good or not-so-good the work culture is!

The culture within an organization plays a crucial role in shaping the work experience and can greatly influence individuals' happiness, engagement, and productivity at the workplace.

So, what exactly is culture? How can we distinguish between a good, undesirable, or right culture? And as a leader, how can we effectively nurture the right culture in the workplace?

Organizational Culture

Organizational culture refers to a collection of shared values and norms that guide interactions among members of an organization, as well as their interactions with external stakeholders. It encompasses the appropriate ways to perceive, think, and respond to various matters in the workplace.

Culture functions as a social control system, establishing a set of norms or expectations regarding appropriate attitudes and behaviors.

While an organization can be formally defined by elements such as its structure, size, strategy, shared values, and staff; the organization's culture is defined informally. It creates an unspoken atmosphere that establishes accepted norms of behavior within the organization.

Various models and frameworks help us to understand the corporate culture. One example is the McKinsey 7S Framework, which considers seven interrelated elements that need to be aligned and in harmony for an organization to achieve its objectives successfully. Another notable example is Edward T. Hall's "Iceberg Model of Culture," a widely used metaphor that emphasizes the presence of numerous invisible elements within the corporate culture. This model underscores the concept that there are deeper, underlying aspects of culture that may not be readily apparent but have a profound influence on organizational dynamics and behaviors.

Eight Styles of Organizational Culture

There are various tools available to access the current cultural style of the organization.

The Leader's Guide to Corporate Culture by Jon R. Katzenbach, Ilona Steffen, and Caroline Kronley has identified eight distinct culture styles.

The eight styles are CARING, PURPOSE, LEARNING, ENJOYMENT, RESULTS, AUTHORITY, SAFETY, and ORDER, each has its own allure, but it's impractical to give equal importance to all of them.

There is no definitive "good" or "not a good" culture, as each style has its own advantages and disadvantages.

Finding the Right Culture

Culture undeniably holds a significant role in the workplace, yet defining what constitutes the "right" culture is not straightforward. The ideal culture for a company depends on its unique strategy, business objectives, and current circumstances.

Usually, the country of origin or corporate headquarters sets the tone for the culture across different locations and subsidiaries. For instance, employee experiences are different when working with US organizations vs European Vs Chinese vs Japanese.

Leaders must consider the organization's vision, goals, and strategy to determine the optimal balance among these styles. They need to create a unique blend that aligns with the organization's identity and values. That unique blend becomes the organization's unique culture.

Nurturing the Right Culture: Essential Tips for Success

Define Purpose and Connect People to the Purpose:

By clearly defining and communicating a higher purpose, leaders can inspire employees to bring forth increased energy and creativity in their roles. When employees understand the meaningful impact of their work, they become more committed and engaged. This sense of purpose encourages them to take risks, embrace learning opportunities, and elevate their performance.

Identify a Core Group of Culture Champions:

Identify a group of individuals who already exemplify the desired culture within the organization. These individuals serve as culture champions and embody the values and behaviors that align with the desired culture. Recognize and acknowledge their contributions, providing them with opportunities to showcase and share their experiences with others.

Recognize and Reward:

Recognize and reward employees who actively demonstrate behaviors that align with the desired culture. Celebrate their accomplishments and efforts, highlighting how their actions contribute to the organization's goals and values. By acknowledging and rewarding positive behavior, leaders reinforce the importance of the desired culture and motivate others to embody it as well.

Create Opportunities for Collaboration and Feedback:

Foster an environment of open communication and collaboration, where employees have the opportunity to provide feedback and contribute to the ongoing development of the culture. Create channels for employees to share their perspectives, ideas, and concerns, ensuring that their voices are heard and valued. Actively listen to employee feedback and take appropriate actions to address any gaps or issues that may arise.

Create Policies, Rules and Guidelines:

Create policies related to workplace safety and security measures. Develop and enforce standards and rules that promote orderliness and safety. Ensure a clean and organized work environment.

Promote Continuous Learning and Development:

Encourage a culture of continuous learning and development, where employees have access to training programs and resources that support their growth. Provide opportunities for employees to acquire new skills, expand their knowledge, and develop professionally. By investing in their development, leaders demonstrate a commitment to fostering a culture of growth and improvement.

Leaders should concentrate their efforts on creating an environment where purpose-driven individuals thrive, collaboration is fostered, and employees are acknowledged and rewarded for embodying the desired values and behaviors. Furthermore, leaders must set a positive example by embodying the values and behaviors they wish to see.

References:

  1. The McKinsey 7S Framework

Harvard Business Review articles

  1. The Leader's Guide to Corporate Culture by Jon R. Katzenbach, Ilona Steffen, and Caroline Kronley

  2. Manage Your Emotional Culture by Sigal Barsade and Olivia A. O'Neill

  3. Creating a Purpose-Driven Organization by Robert E. Quinn and Anjan V. Thakor

  4. Creating the Best Workplace on Earth by Rob Goffee and Gareth Jones

  5. Cultural Change That Sticks by Jon R. Katzenbach, Ilona Steffen, and Caroline Kronley