Establish Your Workplace Culture with Leadership to Succeed
Have you deliberately established your workplace culture?
If you go into your company and ask “who are we,” what will your employees say?
According to Robert Owens, a leadership coach and presenter during ESX’s session “Developing a Purpose-Driven Organization,” they’ll tell you about relationships, learning, mentoring and the company pecking order.
It’s great if your employees know what your company stands for -- but only if that culture is dictated from the top. “Have you figured out your culture and, conversely, have you said, ‘I’m going to set culture in my organization?’” asks Owens.
Business owners need to define what that company culture is and let everyone know about it. “If you haven’t, you’re chasing your tail,” he says. You need to find out what you want your culture to be - and establish it. Not every company naturally treats hard work as a positive, or ensures negative aspects like stealing are flushed out of the company culture.
You have to say what’s allowed and what’s not, and act upon it. “It’s modeled from the top down,” says Owens. Most business owners do not want to take responsibility for their culture, says Owens, including both the spoken and unspoken culture. By taking responsibility, you’re showing real leadership.
You have to work hard to set culture - the things that define your business and make you who you are - he says, but they generally should include the following:
“If you haven’t taught your people to take responsibility for your stuff, you never will,” says Owens. If you are in a leadership position or own the company, you are responsible for what happens at your company
Honor is what makes your company well-regarded by both your employees and your customers. “Your company has a reputation. People talk about you already. You want to be a company where they talk about you the right way,” he says. Don’t be the dishonorable guys. Either be honest or get out, says Owens.
You can get more done as a team than you can by yourself, says Owens, but “if you don’t take the time to build team, it won’t happen. People really want to be on a winning team,” he says. “How are you making your team a winning team?,” he asks. “Spend the time evaluating your people, build with them and they’ll grow.”
Finally, you have to expect and inspect. Establish what is expected of team members, and you have to inspect to make sure they’re doing what you expect. “The only way you’ll grow is to know you’ll be inspected on what’s expected and they’ll be accountability,” says Owens.
For more insights into leadership and driving purpose, the entire presentation is available for watching in ESXperience, the premium member-only content area. It’s free for security integration and monitoring companies.