Strong Cultures

Recently, I had the opportunity to conduct some leadership development and team building for business unit leaders of a large organization. While the outcomes and objectives were nicely accomplished, it allowed me to reflect on why I continue to do what I do.

I have been part of both strong and not-so-strong organizational cultures. And I realize that all organizations are made up of a diverse mix of individuals who come together to advance one common mission and vision. Even individuals who may look alike on the surface are extremely different and must find ways to align with the focus set forth by organizations leaders.

This can prove difficult, especially as the organization continues to scale and grow. But it is definitely not impossible to strengthen and have a lasting impact. Yet, every so often, we must revisit and test our culture to ensure it is where it needs to be.

Why? Because we are human beings. And at our core, we approach every situation and scenario with our own self-interests and individual passions in mind. In order to be successful, we must find ways to align our own values and purpose with those of the organization.

Not only does culture eat strategy for breakfast; collaboration eats talent for lunch; communication eats experience for dinner. ~Peter A. James

For this reason, it is important to have an in-depth conversation around trust, conflict, commitment, accountability and results. These five behaviors of a cohesive team (Lencioni) will allow leaders, managers and employees alike to identify early on what is required to be successful.

And the most successful of cultures will always reflect on how they were able to become successful by adopting most, if not all of these behaviors. And without going into too much detail in the few minutes that we have this morning, trust is essential and is probably the most important of the behaviors.

Within organizations, we often have extensive conversations around revenue, earnings, profits and losses. Seasoned leaders, however, realize that in order to move the needle of the bottom line, we must first find ways to evaluate and strengthen our culture. We must establish trust. And if you sense that your organization may need to do some deeper reflection, it may be time for that powerful conversation.