3 Easy steps to Developing an Organisational Leadership Culture

By Rha K. Cardinale

A culture of leadership is essential to the success of any company, or more to the point, the sustained success of a company over the long term in the Australian economy.

It was once the case that a company looked to one leader to inspire them by his or her example, much as a rugby or football coach could take a team of average players and lead them on to a championship victory. Those days, sadly, are nearly gone. Business moves so fast these days with so much data to keep track of and so many new products and services continually emerging that there simply cannot be just one leader in many companies. Instead, a company needs a whole culture of leadership within itself which promotes those who take initiative to make things happen for the company when called upon to do so. Each department within a company, in fact, requires a leader or leaders of its own.

The dynamic and globally reaching economy of New South Wales demands the presence of this new ethos in business; a culture of leadership which works in tandem with the national economic strategies of the nation of Australia as it continues to go strong into the new century. The state of NSW says in its economic plans: "a strong economy allows us to provide the excellent services such as healthcare, education, and policing which the public expects...we are...innovative people who want a society built on fairness, equity, and collaboration...(a) society built on these principles will be more productive, wealthier, and fairer."

This is also the way the 21st century company should be run.

FIRST STEP: BUILDING TRUST AND A SHARED VISION

The top management at every company needs to make sure that each and every person within the organisation is on the same page if they are to proceed. All persons must agree on the same goals and objectives for the company. When everyone is working towards the same ends, then conflict within the organisation is minimised. People who feel that they are building something of value will naturally be motivated to maximise this success. This will bring out their natural talents for leadership, which is good for the company as a whole.

A company where everyone shares a single vision, where there is trust and an absence of conflicts of interests within the organisation, is a company which comes up with innovations and is one well prepared to take the risks. This is a company that can really grow.

This can be a difficult goal to achieve, however, because people are used to always competing in business. Top management needs to guide people into sharing their personal, human side, such as by having people (themselves, too) share their personal histories with their groups and teams and eventually perhaps in large company-wide meetings.

STEP TWO: EXPLORING THE POSSIBILITIES

Everyone within the organisation must become accustomed to looking at new possibilities and thinking "outside of the box" just as top management does. People should be shown that it is OK, even encouraged to think differently; this will lead to new solutions to old problems and progress for the company. One way to start is to get everyone to sit down and think about and answer questions which are pertinent to them personally. For instance: "What do you think your co-workers will say about you at your retirement party? What are the best things about this company? What are the worst?" These kinds of questions lead people to creative and strategic thinking, which is exactly what your company needs.

Management should then sit down and look carefully at what people have said. This should be shared with team leaders and department heads and then on down to everyone, who can then think more about what has been learned through this exercise.

STEP THREE: ESTABLISHING AN ACTION PLAN

Now that employees are all on the same page and they and management know what possibilities to explore to make the company more prosperous, a sharply focused plan of action for the business that includes roles for everyone can be drawn up. Different groups and teams take on different goals that all get directed toward the same shared goals and vision, with top management acting as the guiding force.

With a culture of leadership now established, a company can be more productive, forward thinking and of course, profitable.

About the Author:

Author: Rha K. Cardinale is a professional at transforming companies and transforming a culture of innovation. See the "Great Leadership" website for detailed advice on building innovative teams