How Leaders Create Culture

The ancient Greek aphorism, “Know Thyself,” can be attributed most notably to the philosopher Socrates, however, for the more modern generation of folks you are probably familiar with its Latin version that hung above the Oracle’s door in the Matrix film series. Suffice it to say, virtually every kind of organizational performance problem links back to relationship dysfunction that stems from a lack of self-awareness – how our quirky traits and habits that we do not see in ourselves affect the most important people around us.

Generational engagement is not a new concept. The baby boomers of the 1960’s became the “suits” of the 1990’s. Today’s millennial are becoming tomorrow’s leaders in our organizations. How we sustain performance and success in our organizations is how people will identify with and cultivate the core values, ethics and workplace culture that we, as leaders, choose to create.

If you want a dynamic, healthy, performance driven culture, then as leaders you have to create it. As Henry Cloud and others have written about so eloquently, you as a leader are ridiculously in charge. Consequently you get in performance outcomes what you create or what you allow, and culture is fundamentally something that is either deliberately created or it’s something that takes on a life of its own – for better or worse. At the organizational level you, as leaders, need to drive a workplace culture in which all generations can thrive — and not just show up to work in.

Influential leaders are highly practiced with the skill of ‘Positive Presence’ and it places them in a position to model emotionally balanced behaviour. More important, it enables them to be responsive to others’ needs, which is a primary contributor to employee engagement and workplace culture. Influential leaders are aware of their behaviour tendencies and preferences. They know how to manage their emotions, and they are keenly aware of the need to be highly skilled in social management – creating and sustaining highly effective interpersonal relationships. They are empathic, in that they can sense the emotional states of other people, and they are also compassionate in their acknowledgement and response to the emotional messages of others.

You will never lead other people successfully, influentially, if you do not lead your own self well. Benjamin Franklin wrote, “A man wrapped up in himself makes a very small bundle.” Ask yourself, Would you follow you as a leader? Are you the kind of leader others desire to follow? The answers to these questions impact on your willingness to be purposeful and intentional about creating a culture of performance.