Shaping an organization’s culture is important as it influences many aspects of an organization’s success namely – employee engagement, organisation’s performance, people performance, innovation and customer relations. An organization’s leadership plays a pivotal role in the process of shaping an organization’s culture.
Organizational culture refers to the collection of beliefs and behaviours that an organization aspires to adopt and embody. It refers to the “way we do things” that characterizes the unique identity of the organization.
The process of shaping an organization’s culture begins with a clear definition of an organization’s guiding principles also referred to as Values. Values essentially provide a framework that guides the day-to-day work and decision-making process. A well-articulated values statement plays a significant role in shaping an organisation’s culture in the following ways:
- Lays the foundation for expected and acceptable behaviours within the organization.
- Ensures behaviour alignment and consistency.
- Influences decision-making by providing a framework for assessing options and making choices.
- Shapes the organization’s identity.
The leadership of an organization plays a central role in defining the same by ensuring that the values are aligned with the organization’s purpose, strategic direction and desired culture. They should also factor the external environment and market dynamics when defining the values to ensure that the values are relevant and will enable the organization to achieve its strategic objectives.
Following the definition of values, a Culture Statement needs to be drafted. A compelling and well-articulated culture statement is the foundation for establishing and operating a culturally aligned organization and the leadership team plays a significant role in crafting the same. They are responsible for leading the process and ensuring that the statement so defined reflects the organization’s mission and values. A culture statement typically shapes and guides employee behaviour, decision-making process, interpersonal communication and working relationships. It provides a common understanding and reference point for employees, contributing to a unified and aligned organizational culture.
Orienting organizational culture to employees is a critical next step in shaping the overall culture of an organization. Aligning employee needs and expectations, with the organization’s culture creates a sense of ownership, engagement, and commitment among employees, resulting in a stronger and more sustainable organizational culture. This alignment promotes a cohesive and harmonious work environment, where employees can fully embrace and embody the desired culture.
Leaders play an active role in aligning the needs and expectations of the employees with the organization’s culture. They bear the responsibility of actively moulding the beliefs and behaviours of their employees They can fulfil this responsibility through their daily interactions and practices by actively engaging in the following ways:
- Communicating Core Values and Culture Statement: Leaders should articulate the organization’s values and culture statement clearly and consistently to their employees, ensuring that everyone understands and embraces them as guiding principles for their behaviours and decision-making.
- Setting the tone: Leaders are responsible to set the tone by modelling the desired behaviours. Their actions and words send powerful signals to employees about what is acceptable and expected. When leaders consistently demonstrate the desired cultural attributes, they inspire employees to emulate those behaviours. Leaders must be mindful of their actions, as they serve as role models for their teams and have a direct influence on the organization’s culture.
- Employee Involvement: Leaders should actively involve employees in shaping the culture by seeking their input, feedback, and ideas. They create opportunities for open dialogue, encourage participation in decision-making processes, and listen to employee perspectives. By involving employees, leaders ensure that there is alignment between employees’ needs and expectations are aligned with the organization’s culture.
- Establishing Clear Expectations: Leaders should set clear expectations for employee behaviours to ensure alignment with the desired culture. They communicate these expectations effectively and provide guidance on how employees can contribute to and embody the culture in their work. Clear expectations help employees understand their role in shaping the culture and provide a framework for consistent behaviour.
- Continuous Communication and Feedback: Leaders should maintain regular communication channels to keep employees informed about the organization’s culture and progress. They should provide feedback to employees on how their behaviours align with the culture, recognizing and reinforcing positive contributions. They should also address any gaps or areas for improvement, fostering a culture of growth and development.
- Training and Development: Leaders should invest in training and development programs that support the desired culture. They provide resources and opportunities for employees to enhance their skills, knowledge, and behaviours in alignment with the culture.
- Recognising and Rewarding Cultural Alignment: Leaders should recognize and reward employees who consistently demonstrate behaviours aligned with the desired culture. This can be done through formal recognition programs, performance evaluations, or informal praise and appreciation. Celebrating and reinforcing cultural alignment encourages employees to continue embodying the desired values and behaviours.
In conclusion, effective leadership plays a crucial role in shaping organizational culture. By embodying the desired cultural traits and promoting them throughout the organization, leaders can create a thriving work environment that drives employee engagement, organizational performance, and long-term success
