Many leaders feel they can’t do much to change behaviors and culture. But overwhelming research shows that’s not true. Leaders have a major impact on “the way we do things around here.” A team or organization’s culture ripples out from its members and leaders. The single biggest key to transforming a team or organization’s culture starts with its leaders defining and developing their behaviors.
Teams and department/divisions with exceptionally strong leaders build thriving peak performance local cultures even if the bigger culture they’re part of, and leader they report to, are weak. Organizational culture exists simultaneously and independently at three levels: the unit/team, department/division, and entire organization, and those micro or main cultures can be enriched at any level.
Nine elements especially stand out from this latest review of best leadership and team/culture development practices:
- Lead, Follow, or Wallow – highly effective leaders make critical choices to proactively change, grow, and develop rather than being changed
- Strong Leadership Cuts Through the Management Maze – team/organization performance is dramatically improved when good managers learn how to become great leaders
- Yield of Dreams – highly effective leaders tap into this infinite and renewable energy source
- The Heart Part – courageous conversations, two-way communications, and openness, come from, and expand, trust
- Coach Diem – outstanding leaders seize key coaching moments to up everyone’s game
- Making Teams Work – too often managers build a “scream team.” Extraordinary leaders build dream teams by boosting collaboration, cooperation, and coordination
- Three Core Questions Defining Your Team or Organization’s Culture – too many vision/mission/values statements are lifeless gibberish and generate a high “snicker factor”
- Hitting the Shift Key – the best leaders and teams act on their understanding that their culture ripples out from what they do, not what they say
- Setting the Culture Compass – failing to map a route through the many swamps and sinkholes of team and culture change are why 70% of these efforts die out
Rate yourself on this checklist. How’s your leadership? How’s your leadership team?