Is your leadership ability healthy? If you immediately say yes, then you might want to rethink your answer. It’s likely that there are some gaps in your leadership ability that you are unaware of.
Here’s the big question: Would you want your leadership style replicated in your organization? Over time, you will remake your organization in your image. People in your charge—and in their charge—will do what you do. Would you want your entire organization to lead like you lead?
Most leaders have not taken the time to examine how healthy their leadership ability is. That’s understandable—and that’s unfortunate. It’s understandable with all that they have on their plate. But it’s unfortunate because of all the people they have reporting to them who are impacted by their leadership.
Here are some resources to help you improve your leadership ability.
Your company culture depends on the quality of people you hire. When building your team, it’s important to look for soft skills. In the hiring process, gauge the candidates’ emotional intelligence. You want to hire people who can avoid unnecessary conflict and can represent the company well. New hires should complement the rest of your team.
Your external brand messaging to customers must be supported by an internal employee culture. If your brand and culture are not in alignment, then you will have customer churn. Remember: Your employees are the best ambassadors for your brand, so it’s important to get hiring decisions right.
Here are three qualities to look for in new hires as you build your team and cultivate your culture.
To keep your organization afloat you need to have positive cashflow. But that can’t be what your organization is all about. It’s important to focus on what’s deeper than making money—especially if you want to make more money. To secure your long-term future, it’s crucial to think about your organization’s CORE Purpose.
Your organization’s CORE Purpose is more than just making money. It’s more than your mission or vision. Your purpose is more than just what you do. Your organization’s purpose is the difference you want to make in the world as a result of what you do.
While the word “CORE” is a descriptive word for purpose, it is also an acronym for the four main attributes of having a CORE Purpose.
How would you describe your relationship with your board? Would you say that is harmonious? Or would you say that it is contentious? If you and your board are at odds with each other, then it is likely that you are not in alignment.
I have found in working with myriad boards and CEOs that oftentimes the confrontation is caused by confusion. There is discord between the CEO and the board because they are not in alignment.
The good news is that—as long as there is no executive malfeasance— a skilled facilitator can usually restore CEO-board relations by clearing up the confusion. However, a mediator may be required if the standoff is deep-seated.
If you are your board are not in alignment, here are the three areas where there may be confusion in the CEO-board relationship.
Culture change starts with you as a leader. In your role at your organization, you can have a profound impact on the people employed there. You have the potential to be an agent of transformation. You can make a contribution to society by making an impact on your company culture. Diversity starts with you.
We all arrive where we are based on our own experiences, and our experiences affect our worldview. But here’s the tricky thing: we are usually oblivious of our worldview. We usually think we are more open-minded than we actually are. We usually don’t realize what our worldview is until something challenges that view.
Culture change is a process, and a process takes time. It requires intentionality, clarity, and consistency. It requires doing things that we typically haven’t done before. We can’t expect a short diversity training session to change behavior. It needs to be woven into the fabric of our organizations. It requires us to operationalize our organizational values into a systemized training process.
Here are five key concepts for incorporating diversity into your company culture through a systemized training process.
Your training program in your company may be incomplete. Training is an essential part of building your culture, but many organizations don’t understand how comprehensive it should be. Culture building should be integrated into your training program in order to get the most out of your training dollars. Otherwise you are throwing money away.
Training is not expensive: lack of training is expensive. Take The Container Store, for example. They provide their employees with more than 10x the amount of training their industry average provides. And they pay their employees significantly more than the industry average. And yet their employees have only 1/10 of the industry turnover rate.
The training The Container Store provides their team serves to create the culture that keeps employees working for the company. Similarly, your company needs to incorporate your culture building process into your training program.
Here are the four levels necessary for your training program to mutually reinforce your culture building process.
Your culture defines how things are done at your organization. But it’s possible your culture defines how things are not done at your organization. Instead of moving your organization forward, it’s possible your culture is holding you back. If that’s the case, you have a toxic culture.
A toxic culture makes everything more difficult at your organization. Eventually a toxic culture will cause you to lose your best people, decrease your productivity, and reduce your profitability. And it will only get worse unless it’s identified and addressed.
Here are four signs that you have a toxic culture at your workplace.
CEOs need leadership coaching. It may not seem like it because they are already in the top job. But the fact is that CEOs need leadership coaching probably more than anyone else in the organization.
Now, it’s true that you want to build your future leaders through leadership coaching. They do need to be coached in how to lead better than they currently do. No one disputes that. But many CEOs don’t realize they need leadership coaching for themselves.
Here are four reasons why CEOs need leadership coaching more than anyone else in the organization.
The other day a fellow CEO told me about another CEO who found their staff camaraderie suffered because of telecommuting. He said that lack of regular contact took its toll on their organizational culture. That was a lesson that he took to heart, especially in this day of social distancing. We don’t have a choice about where we are physically located at this time, but we do have a choice about whether or not we will make an impact on those we are in contact with, even virtually.
During this COVID reality, you can’t necessarily be with the people on your team, but you can still reach out to them. Your good intentions don’t have to shelter in place.
Your organizational culture will likely suffer because your people don’t have regular human contact with each other. You will need to be intentional about the contact you do have with your team in order to make up for that loss of face-to-face interaction.
Don’t forget to be human when social distancing. In a COVID world, here are some ways to make an impact on those you can’t physically have around you.