Welcome to Week 8 of the SOS Leadership Blog Series:
Creating a Positive Organizational Culture
This is the final blog in our series about engaging employees, boosting morale, and creating a dynamic culture. A HUGE thank you to our fantastic guest bloggers, some of the best and brightest HR folks around! Don’t forget to follow SOS Leadership on Twitter and like us on Facebook to keep up-to-date on future blog posts! Happy Friday!!!
Today SOS Leadership Partner, Amber Fogarty, is wrapping up the blog series with a post entitled, “Organizational Culture – Instilling Confidence, Inspiring Hope, Creating Leaders Who Make a Difference.” You can follow Amber on Twitter @afogarty2005
This blog series has exceeded my expectations. The posts over the last 8 weeks have been thought-provoking, motivating, and, at times, controversial. Together we have explored organizational culture from many perspectives.
Here are a few of the highlights:
- Culture is one of the biggest influencers on the success of a team, an organization, or even a family.
- Your culture is a reflection of your people.
- Culture is both a product and a process. It’s the what we do and how we do it.
- It’s the values and beliefs, the attitudes and standards, the moods and worldviews of the people in the group.
- The culture determines how employees act, how motivated and engaged they are, how they contribute to teams, how they solve problems, how they produce results, and ultimately how they serve clients.
- It’s about connectedness and organizations accepting their employees for who they are.
- The most successful leaders in an organization recognize the culture of which they are a part and can adapt as necessary, and that includes knowing when to offer praise to a team, share an uplifting story, or tell a silly joke.
- Leadership, problem solving, and conflict resolution are important elements in creating a positive team culture.
- Organizations need to be passionate about developing their employees because they deserve it. It increases their self-worth, their value to the organization and to your constituents.
- Culture is about development and growth. Is your company committed to helping employees develop into leaders? Is your organization committed to growth? Not just growth in the numbers, but the individual growth and professional development of each team member?
We were reminded that our people have tremendous leadership potential and encouraged to empower them to reach their full potential. We were challenged to consider what we can do differently to make our work environment a better place.
From my perspective, creating a positive organizational culture is about these three things:
1. Instilling Confidence
2. Inspiring Hope
3. Creating Leaders Who Make a Difference
Let’s strive to instill confidence in the organization as a whole, in its mission, its vision for the future, and its leadership. And let’s not forget to instill self-confidence in each of our employees. Who wouldn’t want to work for a visionary organization with strong, ethical leadership that builds confidence and believes in its people?
Let’s strive to inspire hope that organizational change is always possible. Let’s remind ourselves daily of one of the highest callings of leadership, as eloquently communicated by Napoleon Bonaparte: “A leader is a dealer in hope.” We all want to be inspired. We long for something to believe in, someone to believe, and to have someone believe in us!
Lastly, let’s strive to create leaders who make a difference. Let’s build an organizational culture that empowers people and offers them opportunities for growth. Let’s create a culture of lifelong learning, where team members at all levels receive the gift of personal development. This is one of the surest ways to engage employees, boost morale, and build a dynamic culture!
What else would you add to this list? What does organizational culture mean to you? I look forward to your comments.