Create a culture of leadership

Create a culture of leadership

I love a team that has a strong culture of leadership. There is a maturity there, where everyone is putting others above themselves, letting go of egos, and while always looking at ways to go above and beyond to service the team, their customer, and ultimately the larger business. Leadership is for everyone regardless of title. Today we’ll dive into tips and strategies to help elevate the culture of leadership in your team.

Infuse the Values into what you do


At the heart of any leadership culture lies a set of core values that serve as the organization’s, and your team’s, compass. Leaders must articulate and embody these values, providing a foundation for decision-making and guiding the behavior of every individual within the community. Think of your Values as the shared agreement on the behaviors that each of you have. It shows your team how to do their work and lead themselves and others. If you need help understanding your personal values or how to ingrain your work values into yourself check out Living Your Values at Work (357) and Living Your Values at Home (358)

Shift the mindset of what leadership is

Leadership is not just about being in charge. It’s about building and sustaining relationships. It’s about understanding the impact of our words and actions on others. It’s about being intentional about how we show up and inspire others to achieve their goals. Does everyone on the team see themselves as a leader? Talk about leadership regularly in your talks with your team, and especially about their leadership in your shared success. As you build a culture of leadership, there is a likelihood that some don’t consider themselves leaders. Perhaps no one has ever told them that they are leaders and shown them that extra layer of respect.  Show them that a culture of leadership is inclusive of everyone. 

Promote open communication and collaboration


Communication is the lifeblood of leadership culture. Establish open channels for dialogue and encourage a culture of listening and understanding. Leaders should be approachable, and feedback should be viewed as a valuable tool for improvement. Strengthen collaboration by breaking down silos and creating opportunities for cross-functional engagement, both big and small. A culture of shared ideas and diverse perspectives breathes life into a culture of leadership.

Recognize and celebrate achievements


Acknowledging and celebrating achievements, both big and small, is a regular part of sustaining a positive leadership culture. Recognition reinforces the desired behaviors and motivates individuals to continue striving for excellence. Publicly acknowledge contributions, express gratitude, and celebrate milestones to create a culture where achievements are valued and rewarded. Recognition should highlight both the small things and the small moments of progress. You can find more tips on how to celebrate and recognize your team at Celebrate! (Show 140), Create Disney Magic with Lee Cockerell (Show 200) and Prove Me Right – Positive Reinforcement (Show 267)


Imagine a workplace where everyone is encouraged to take on leadership roles, regardless of their job title or level of experience. It doesn’t have to be a dream; this can be your reality! Embrace leadership for all, and create a space where collaboration, innovation, and creativity thrive because everyone feels empowered to contribute and make a difference.

Make a better tomorrow. 
-ZH

Culture Fit Vs. Personality Match

Culture Fit Vs. Personality Match

The term “culture fit” is used with increasing frequency as more companies and teams begin to actually live out their values. In prior decades those values often hung on the walls of the office but never held true meaning. Today they are used to focus their employees and are used as a gateway to secure the newest generation of workers entering the workforce. 

But what culture is fit anyway? Many hiring managers and recruiters use the term generically when finding a reason not to bring on someone. Are you looking for someone that truly matches your culture and values or are you looking for someone that you would want to hang out with?

Focus on the right match


Patty McCord, former Chief Talent Officer at Netflix, shares several stories on how the company was successful in its early days of scaling up by looking for the right matches in unconventional places instead of staying in the traditional lanes of recruiting and culture fit. 

As I look back on my career, some of the best hires that I’ve had have come from unconventional places. Sometimes it was from a totally different industry and other times it was from a vastly different personal journey.  Focus on what the person values as well as their problem-solving ability and teachability. If those are aligned you are likely going to have an unstoppable team member join the group. 

On the flip side, I’ve hired some people that I thought would be a great fit personality-wise that ended up disappointing me both in their performance and their potential. Take the time to ensure that match is solid before advancing a future teammate. 

Mix personalities for the best teams


On the surface, it may seem like you want to align the personalities of the people with the leader for the best results. A study from Harvard Business Review suggests that the opposite may be true.  Introverted leaders were more effective at leading extroverts and extroverts were better fits for leading introverts. 

Introverted leaders were more likely to greenlight and support extroverts’ out-of-the-box thinking and ideas. Think about the dynamics here for a moment. A great introverted leader is reflective, thoughtful, strategic, and likely has good self-awareness. It brings balance to the extroverted team member’s approach and the introverted leader leverages the talents and passions of others that they don’t have.  When an extravert leads another extravert, they will sometimes compete for ideas, are more likely to push their own perspective, and may want more oversight into a project. 

My most successful teams were ones that were built very intentionally around bringing in other personality types, backgrounds, and life perspectives. We all held the same core values desire to meet our goals, but it wasn’t too uncommon for people on the team to have different reasons for wanting to get there. 

Check your culture


It’s good from time to time to step back and check your culture. Is your culture different from your values or mission? Is your culture wrapped around a personality type instead of a philosophical way on how you go about your business?

I hear the phrase, “We want good, high energy, people” often when I’m helping a leader or group build, or rebuild, a team. While great people are what we are all looking for, starting with a preconceived notion of what that person looks and acts like only limits your ability to find someone that truly fits the role. 

If you’ve seen the movie The Wolf of Wall Street, you know that that company’s culture is such a part of the movie that is its own character in the film. Driven solely by behaviors and personalities as opposed to the right fit. 

Avoid letting “culture fit” drive additional bias as you bring on new people. Your business and team will benefit as you bring in people that match your values while having a different perspective. 

Make a better tomorrow. 
-ZH