"Your Queer Career?" ... “MOVIN’ AND GROVIN’: HOW TO ACTIVELY SHAPE CULTURE" [Vol.30]

For the next few “Your Queer Career(R)” Newsletters we’re going to veer away from the Q&A format, take a step back, and focus on each of the Core Leadership Competencies that I’ve found that–when developed–really make an impact for any leader: Queer or otherwise.

In this edition let’s focus on “Shaping Culture” …

What’s Culture and How Do We Shape It?

?

In Pride Leadership, we explore the details of what makes workplace culture. Culture consulting experts at the Canadian firm Achievers share this perspective:

?

Organizational culture is the set of values, beliefs, attitudes, systems, and rules that outline and influence employee behavior within an organization. The culture reflects how employees, customers, vendors, and stakeholders experience the organization and its brand.

?

Don’t confuse culture with organizational goals or a mission statement, although both can help define it. Culture is created through consistent and authentic behaviors, not press releases or policy documents. You can watch company culture in action when you see how a CEO responds to a crisis, how a team adapts to new customer demands, or how a manager corrects an employee who makes a mistake. (Wong, 2023).

?

In short, organizational culture is all the stuff that makes up the workplace: the traditions, ways of doing the work, expected interactions, history, etc. All Leaders—Queer and not—help influence that workplace culture. By building relationships, communicating the messages shared with us, and a myriad of other actions and words we help build and shape the workplace culture to what is experienced by those around us. As a smart Queer Leader, we can help build a positive culture, or contribute to one that’s not such a keen place to be.

?

What Does Shaping Culture Have to Do with Being a Queer Leader?

?

So, we established any Leader has a hand in shaping the workplace culture, but why does this matter to you, Queer Leader? Shaping workplace culture is an essential tool for Queer Leaders to ensure the safety and well-being of fellow LGBTQ+ team members, and really any of us “others.” A strong, inclusive culture sets a tone of acceptance and belonging that can be felt throughout the organization. This kind of workplace culture encourages team members to feel comfortable expressing their authentic selves in the workplace and feeling safe to be themselves.

?

At the same time, an inclusive workplace culture goes beyond simply making folks feel accepted for who they are; it also helps to create a more productive working environment overall, where all team members can “do the work” without fear of discrimination or harassment. Countless studies have shown that diversity in the workplace leads to increased innovation and creativity, as different perspectives and experiences are valued within the organization. By shaping a workplace culture that values inclusion, Queer Leaders can help ensure their workplace is fostering an environment of productivity and collaboration, in addition to feeling good for us to work.?

?

It’s also important for LGBTQ+ Leaders to recognize the importance of visibility in shaping an inclusive culture in your workplace. Ensuring there are visible Queer role models at work, both at the leadership level and in other roles, can help create an atmosphere of acceptance and respect. Plus, it sends a clear signal that Queer team members are safe to express their authentic selves openly, helping to foster more inclusive workplaces for all*. (*Sadly, I have to have a “legal disclaimer” here: share your authentic self if you’re comfortable and feel psychologically safe in your respective workplace.)

?

How Queer Leaders Can Promote a Culture of Change

?

When we talk about shaping culture, we’re really talking about changing culture, especially to be more inclusive. In Pride Leadership we explore a lot of change management strategies you as a Queer Leader can leverage to shape your workplace culture and promote change. Specifically, change experts Connors and Smith (2011) crafted what they’re calling four ways to promote culture change within an organization:

?

1.? ? Don’t Resist the Change. As a Queer Leader, you support and accept and don’t resist the need for change to occur. This can be easier said than done if you’re not fully on board with the direction your workplace is heading, but when it comes to creating a more inclusive workplace, I suspect this one is a no-brainer to support for you.

?

2.? ? Shape the Change. You’re an advocate who supports continuous open discussions that push for the urgency and necessity for the change. Use the other competencies discussed (have courage, effectively communicate, have empathy) to be a rock star Queer Leader when change is needed.

?

3.? ? Provide Resources for the Change. As a Queer Leader you support or are the sponsorship that gives the time and/or resources needed to prioritize and implement the agreed-upon change. Find ways to support your team and everyone else through the change and be mindful that workplace changes can be very uncomfortable and emotional for those involved, so especially leverage that empathetic leadership for those going through the change.

?

4.? ? Champion and Hold You (and Others) Accountable. You champion and solicit support from every person at every level within the org to ensure they are accountable, committed, engaged, focused, and involved, and maintain the viability and visibility of the change. Smart Queer Leaders know how to have those harder conversations and provide feedback when someone is resisting the change, or purposely sabotaging the expected change from taking root.

??????

Funny thing about workplace change: it’s always happening. Whether your org realizes the need to change (to be more inclusive, to be more competitive, to be more effective, recruit the best talent, etc.), or the rest of the world has moved on and changed, causing your group to re-evaluate its position, the very annoying phrase, “The only constant is change” is actually very accurate.

?

As a Queer Leader your opportunity is to lead the change. Through our amazing natural leadership skills of building relationships, effective communication, having empathy (for those being impacted by the change), and all the other facets of leadership awesomeness that we shared, you’re in a great position to help shepherd the change within your organization.

?

Final Shapes on Shaping Culture

?

Shaping culture is an essential responsibility of Queer Leaders, especially as it relates to fostering an inclusive workplace. Through our actions, decisions, and communication, Queer Leaders define the values and beliefs that form the foundation of organizational culture. By being intentional in how we go about shaping culture, Queer Leaders create a shared sense of purpose, ignite motivation, and unlock the full potential of their teams, leading to sustained growth and prosperity.

?

One last thing on shaping culture: Queer Leaders also hold the greater workplace accountable for LGBTQ+ inclusivity and respect. Yes, your workplace may be awesome at rainbow-washing their logo in June, but what else are they doing to support LGBTQ+ inclusivity beyond Pride month? Having the courage (see what I did there?) to ask tough questions to senior leaders helps shape the culture beyond performative allyship. Take charge and lead the way to create a lasting inclusive culture 12 months out of the year.

—-----?

SOURCES: Wong, K. (2023 June 28). Organizational Culture: Definition, Importance, and Development. Found online at https://www.achievers.com/blog/organizational-culture-definition/

?

Connors, R. & T. Smith (2011). Change the Culture, Change the Game: The Breakthrough Strategy for Energizing Your Organization and Creating Accountability for Results. New York: Portfolio/Penguin.

ABOUT THE AUTHOR:

Dr. Steve Yacovelli (a.k.a. “The Gay Leadership Dude?”) is an expert in diversity and inclusion, change management, and leadership. He’s worked internal for folks like The Walt Disney Company, IBM, Tupperware Brands, and several universities before starting his own consulting firm, TopDog Learning Group in 2008

TopDog works with both Fortune 500s and not-for-profit organizations to bring about a more inclusive and effective workplace. Steve’s also an award-winning author, speaker, and catalyst. His latest book, Pride Leadership: Strategies for the LGBTQ+ Leader to be the King or Queen of their Jungle ‘came out’ in 2019, and his next book, Your Queer Career?: Workplace Advice from “The Gay Leadership Dude?” hits shelves later this year.

Steve’s not-so-hidden agenda is to make the world a bit more inclusive for us all..