What You Accept, You Endorse: How Leadership Actions & Inactions Shape Culture

In leadership, one of the most impactful yet often overlooked truths is:?“What you accept, you endorse”.?This simple concept is critical to understanding the relationship between leadership actions and organizational culture. Leaders shape the environment around them not only by what they say and do but by what they tolerate.???

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There is a Direct Link Between Acceptance and Endorsement?

At its core, this concept underscores a key truth: leaders play a critical role in defining what is acceptable within an organization. The behaviors, attitudes, and performance levels a leader chooses to overlook or tolerate are seen as permissible by the team. Even if a leader does not explicitly endorse certain behaviors, their inaction sends a message of approval.??

Have you ever looked the other way when it comes to tardiness, missing project deadlines, toxic attitudes or behaviors??

When leaders tolerate negative attitudes, toxic behaviors, or poor performance, it signals to the team that these behaviors will not have consequences. Over time, this can create a cultural norm to accept mediocrity.? And what’s worse, it kills the spirit to win.?? Your high performers will eventually give up if they believe that poor performers are not addressed.?

Now let’s flip the coin over, when a leader consistently enforces high standards, encourages positive and constructive feedback, and addresses issues in a timely manner, it fosters a culture of high expectations, high standards, and self-accountability.? The message conveyed to high-potential employees is that producing excellent results is highly valued and encouraged in this environment. The leader has ultimately produced a culture where “playing to win” is the only option.?

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Cultural Impact: Tolerance Shapes Norms?

Culture is ever-changing and built on people’s experiences that are a direct link to actions/inactions within the organization, especially from its leaders. If a leader fails to address toxic behavior, whether it’s an unacceptable comment, unacceptable behavior, or unethical conduct, they signal to the organization that this is okay. In other words, employees may feel empowered to act similarly.?

?On the other hand, when leaders are intentional when it comes to shaping a culture of respect, transparency, and collaboration, it sets the tone for the entire organization. Employees recognize that those who mirror the cultural expectations and deliver the desired results are viewed as driving value and thus rewarded.? Once this is recognized, most employees will replicate the desired behavior.?

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Whether you believe it or not, your Leaders shape your Culture?

Every decision your leaders make, every action they take, and every behavior they tolerate or address, shapes or reshapes the cultural norms. Consider how a leader’s response to mistakes can affect culture.? If mistakes are met with blame or punishment, fear and avoidance of risk may take root. But if mistakes are approached as learning opportunities, it encourages innovation, problem-solving, and growth.?

A leader’s ability to model desired behaviors is key to getting to the desired culture. Employees look to leaders not only for direction but for an example to follow. If a leader consistently upholds values such as respect, accountability, and integrity, those values become part of your company’s cultural DNA.??

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Building a Strong Culture Through Leadership?

Leaders should take an active role in shaping the culture.? Leaders need to be intentional when it comes to setting clear expectations and holding individuals accountable. They must be proactive, addressing issues early and creating an environment where both positive and constructive feedback is welcomed and asked for by all levels of the organization. By doing so consistently, you are opening up the dialogue to really understand the pulse of the organization and can then intentionally set out to give different experiences, which helps evolve the culture to be higher performing.?

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Conclusion: The Power of What You Accept?

Ultimately, leadership is about influence.?“What you accept, you endorse.”? Both the actions and inactions of a leader influence the organization.? Leaders who are intentional about their actions and consistent in holding the line on their values are the ones who create high-performance cultures. The strength of an organization’s culture is built on the leader’s ability to uphold and model the behaviors they want to see more of.?

Are you a positive influence on the company culture?? Remember, everyone can make a difference.? It starts with you.?

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By Gail Ciccione