Leadership in Building Organizational Culture

Every organization employs organizational stratum. This is to not only differentiate between the bosses and the subordinates but also serve as a platform for leadership through which those at the ‘lower’ rungs of the company can look up to, for guidance and support.

However, the role of leadership in building of organizational culture is one that is particularly constructed on a pool of consistent examples and backstories that dictate how much is being given by the employees and how much is expected to be given back by the leadership.

This goes a long way in ensuring productivity as the system embraces a culture that not only thrives on a set of ideas but also has the backing of history – culture – to assist these ideas. These ideals could mean growth, change, employee well-being, communication, continuous learning, and social good of the employees and clients.

Each employee affects an organization differently, yet leadership has, by a margin, the largest and most direct effect on company culture, and it has a distributive reaction on the employee’s engagement, environment, atmosphere, and the success of the company and its clients.

These, by far, affect the confidence of the staff and dictates their mindset towards each challenge that they will arise in the course of the operation. For instance, a profitable environment would initiate an existing belief of whether the staff sees every mistake as opportunities for learning or failures that damage the self-worth of the employee.

Through the building of a system of confidence among the group, there could exist a foundation that empowers the employees to achieve the company’s mission and realize how important each of their impacts is to achieving the goals.

Leaders will forever be the instruments of change, irrespective of wherever they find themselves. They would always embody the change they want to achieve. However, it is their responsibility to demonstrate the beliefs of the company and reinstall behaviors that reflect those values.

The term “Be the change you want to see,” suggests a powerful motto as a leader. Leaders are expected to be the strongest of the team, the ones not likely to break under the pressure. This is one of the roles of being at the top. Therefore, to achieve the change in any organization, the head is meant to be at the trenches not only to remain relevant but so they can diversify their efforts and research to reinvent for success.

It has been noted that the communication patterns at work are determined by how much the leader has inculcated in the company's culture. The head can only decide this as it is through the actions of the top that the employees would follow.

Following this, if any leader wants to be successful, they have to focus on the connection patterns among the staff, as this would drive results and boost employee engagement.

Although it is the personal commitment of the employee to learn the nuances of the trade, the leader must drive the need for such learning. In some cases, the employee will come into the organization through an entry-level or senior-level and further hold these positions for years; in such cases, the leader’s duty would be to incentivize promotions and development.

This would improve the company’s growth in the end. Leaders hold a supreme knowledge of how the engine of their company works. Therefore, to foster steady growth, it is important to place each employee in the path of learning to achieve these goals. The implication of this is that the leader would be seen to express and demonstrate an interest in employee growth.

Academic and experiential learning boosts the retention capacity of the staff by 90 percent and incorporates the concept that mistakes provide opportunities for education and innovation, gear the employees to develop existing and new skills.

If an organization is to acquire the much-desired “fast-paced” culture, it is vital to initiate the thirst to learn and explore. This creates an atmosphere for collaboration and creativity, held together with fun and good performance.

Leadership and Social Good of Employees and Clients

When the drive for continuous learning has been surpassed, it affects the employee’s performance to clients. It has been said that, oftentimes, the best resolutions occur as happy surprises in the simplest of packages. Supporting this is that the best business strategies put the needs of each client first, and view them from various points of view to ensure your employees are on board to follow the client’s demands.

Typically, when a leader focuses on the social good of both employee and client, the practice changes a stagnant leader/company into an inspiration that reflects in creative solutions creation that goes with a larger impact of the company’s services and products. The impacts of leadership in building organizational culture drive supply and demand for the business.

When the health and well-being of employees are paramount to the affairs of the company, productivity in the company is bound to skyrocket. This implies that the organization shows care towards the staff.

In modern work culture, the division of the staff from personal life is no longer applicable. While maintaining a professional front as it relates to professional matters, an employee’s well-being directly affects how they perform. When this is put into consideration, work attendance increases, and customer ratings follow suit.

The rate at which problems are solved more effectively and quickly would reflect on the company’s productive scale. The five aspects of an employee’s well-being that every leader should consider include physical, social, community, financial, and purpose.

Briefly, the impacts of leadership in building organizational culture can easily shift from good to bad or from bad to worse. Yet, the leader must maintain an equilibrium of change and development across the divide. Generally, if the engine of the organization is to run well, employees and leaders must all play a part. When employees feel included in dynamic and caring work culture, their performance, pride, and loyalty to the company would plummet which would show on the company and its clients.