Can Workplace Culture Evolve Through Leadership?

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I’ve interviewed over 80 CEOs in the past 12 months, and often we get on the topic of company culture. I get excited each time. When we ask CEOs to define culture, the range of responses varies with every company, AND many leaders are not aware of what culture means to them specifically.

Some responses include:

  • Teams create culture as a company grows.
  • Culture changes based on values, beliefs and assumptions of the organization’s values, ideas, and assumptions.
  • Culture is built around the goals and objectives of the organization.

The odd time, we get a candid answer – “I don’t know- but we need to figure it out!”

Culture Defined

So what is culture, and why does it matter in the workplace?

Workplace culture is not tangible. The term is thrown around all the time, but it’s not something that you can point to and say, “That’s culture.” Yet, it holds immense value because it is essential to tie together every aspect of your business.

Workplace culture is the beliefs, behaviors, and values shared by employees within an organization. Whether good or bad, working in an organizational culture can significantly affect how people grow professionally and personally.

Based on my experience, I have learned three essential things that contribute to culture shaping which companies can apply to get desired results.

  • Self-awareness allows you to see others more clearly by understanding how beliefs, behaviors, and values shape performance.
  • Curiosity – what drives and motivates the human side of teams
  • Judgment – Ensuring there is enough information to see people without bias.

Here’s what we know about culture:

  • We go after what’s easy – changing company artifacts, behaviors, and metrics is more straightforward.
  • Writing can easily change company artifacts, behaviors, and metrics.
  • Influencing changes in behaviors and metrics can be easily agreed upon by teams.
  • Beliefs, values (our real ones, not those on an internal billboard), and assumptions are much harder to change.

Blind Spots

Organizations can write down and discuss their intentions, but here’s where the realism comes into play. If our beliefs, values, and assumptions aren’t aligned, we do not have an effective organizational culture – despite the matched RRSP and monthly gift cards.

Culture touches on everything – mountains of data tell us that organizational culture hits on performance, decision-making, atmosphere, team approach, structures and even how we communicate.

Regardless of the debate, culture is from the top-down and the bottom up. The profound thing that screams out to me is that culture isn’t as intentional as it should be. I haven’t done the research, but it certainly leans into self-awareness and EI-Q.

It’s something that is moving and growing daily. That demands our attention, especially now in this hybrid working world with new and undiscovered pressures.

We are human first – To answer the questions around “Can culture change with leadership?”. In short, YES! By becoming self-aware and tapping into the human side of organizations, leaders can capitalize on the human (soft) skills that drive performance, decision-making, atmosphere, team approach, and communication in order to drive performance and foster an intentional and effective workplace culture.

3 Ways to Develop an Intentional Approach to Leadership

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What is Intentional Leadership?

Good leaders care about the people they lead. They make sure their teams are clear on goals and objectives and that they are empowered and aligned with the organization’s overall direction.

Intentional leadership is effective in the workplace because it empowers teams with the knowledge and tools they need to meet objectives. When everybody is confident in their role and understands their contribution’s impact on the big picture, it sets leaders and teams up for success.

Why is Intentional Leadership important?

Lack of intention in leadership can cause harm to teams and affect confidence and motivation. Without clear direction, teams can become confused and frustrated, which can negatively impact organizational outcomes.

3 Ways to Develop an Intentional Approach to Leadership + Bonus Leadership Self-awareness Checklist(s)

1. Prioritize Personal-development

We’ve all heard the saying: “Leaders are made, not born.” But what does that mean?

Leadership is a skill, not a talent. It’s one thing to have a natural ability to lead, but empowering yourself through continued learning helps leaders guide and inspire others to show up too.

What does it take to be an effective leader? First and foremost, you must be committed to your own personal development. A leader who knows that there is always more to learn and improve upon will be able to help others grow as well.

Personal-development Checklist:

  • Do you know your leadership style?
  • Do you understand the different leadership styles and how they can be adopted for different scenarios?
  • Are you communicating clearly and effectively
  • Are you a self-aware leader?

2. Build Trust

Leading with intention requires leaders to help their teams discover the answers for themselves. Sometimes as a leader, it’s essential to get out of the way – this may seem hard at first!

You might be worried about losing control over what happens next, but this is where leading with intention comes in: Instead of telling your team what to do, ask them what they think is the best course of action. Encourage them to come up with their own solutions. Don’t make decisions for them—instead, guide them to figure it out independently.

It takes practice to let go of your ideas and suggestions. But when it works, it’s beautiful. Teams feel empowered, which motivates and builds trust because they can see their contributions are valued.

Fostering Trust Checklist:

  • Acknowledging your shortcomings (I’m human too)
  • Having your team’s back
  • Proving space for your team to be heard
  • Being proactive vs. reactive
  • Leaving ego at the door when communicating/collaborating
  • Leading with empathy over judgment

3. Engage and Show Interest

Good leaders know the value of taking an interest in their teams.

Team connection is about more than status reports and delegation. Taking an interest in your team members individually helps you understand their talents, motivations, and goals and can build respect between you and them. Respect is a huge motivator for both parties and can be huge for productivity!

This is especially true for employees who are not just seeking a salary but also fulfillment and job satisfaction.

Fostering Engagement Checklist:

  • Understanding the needs of your team
  • Asking questions/staying curious
  • Carving out time for routine check-in’s with team members
  • Identify/acknowledging your team members working styles
    • Who likes to work fast and requires communication that is direct?
    • Who is more methodical and needs time to understand and plan before starting a task.

On the surface intentional leadership seems simple: It’s creating a plan and effectively communicating it to a team of people to execute. However from the leadership lens intentional leadership is much more nuanced than that. It’s actually a layering of hard and soft skills that require training and development, and well…the intention to do so.

Are you interested in developing your skills to become an intentional/human-centric leader? Check out our Whole Person Leadership Cohort info page to learn more.

Leadership Burnout: Common Symptoms and How to Turn it Around

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What is burnout?

We’ve all been there, feeling mentally or physically exhausted, but what is burnout really? Most of the time, burnout comes from taking on too much at once, like an overwhelming workload. But it can also come from neglecting your self-care (i.e. how much sleep did you get last night?) and being isolated from friends, family and colleagues (remember early pandemic days). Burnout can be tough whether you’re a leader, manager or individual contributor.

If you’re starting to feel run down in life and at work, it’s time for some self-reflection. Slowing down and thinking about what’s bogging you down is the first step toward feeling better. If you aren’t sure if you are experiencing burnout, here are some common symptoms that arise:

Symptoms of Burnout

  • Detachment from colleagues, company engagement opportunities, friends and family
  • Not communicating feelings of failure and self-doubt
  • Loss of motivation leads to increased procrastination and absenteeism.
  • Exhibiting anger or lack of patience towards employees, friends, or family.
  • Showing signs of reduced efficiency.

Life is busy, and it can be so easy to get wrapped up in our daily responsibilities, but I’m sure we have all heard the saying, “You can’t pour from an empty cup’ – this statement couldn’t be more accurate. If you’re feeling burnt out, it can be hard to take action because it can feel like ANOTHER thing to think about on top of your already huge pile, but it’s better to face burnout head-on to find your way back to your best self.

Here are some things to consider when trying to overcome burnout:

How to Overcome Burnout

Practice self-awareness – becoming aware of your thoughts, feelings, and environment and understanding how you react to things can help you step back and allow for space to make more precise, better-informed decisions.

Find your purpose – leaning into what lights you up can lend to your well-being; when we feel like what we do matters, it helps us focus and fulfill objectives.

Practice well-being – most people focus a lot on their careers, but the truth is there is a lot that goes into ensuring we as people are functioning in our optimal state. It’s essential to take the time to get movement into your day, eat nutritious food and get optimal sleep. We can’t expect to show up as our best selves at work if we aren’t taking care of ourselves in the other areas of our lives.

Learn to Prioritize – there isn’t a person on earth who knows and can do everything, so practicing resilience is essential.

  • Break large tasks down into smaller, more manageable parts and assess if items can be delegate
  • Learn to prioritize tasks in order of importance or impact
  • Aim for consistent, not perfect
  • Focus on personal development, and learn new skills that foster growth and improve work-flow.

As individuals, we all experience natural ups and downs in our energy levels. However, incorporating conscious choices into your daily routine can significantly impact your motivation, engagement, creativity, and productivity. By proactively managing your physical, emotional, mental, social, and spiritual well-being, you can create a healthy balance that allows you to perform at your best.

By exhibiting a healthy work-life balance as a leader, you can foster a workplace culture prioritizing mental health and well-being, leading to increased engagement, better productivity, and higher job satisfaction

Take a step back and prioritize your well-being so that you can lead your team to do the same.

How can I set clear objectives and expectations for my team?

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As a leader, you may often find yourself frustrated by the gap between your expectations and the reality of what your team delivers. Despite your best efforts to communicate clearly, there seems to be a constant need for ‘tweaking’ or ‘amending’ the mark. But fear not, for there is a solution! By learning to set clear expectations and drive effective and open conversations, you can bridge this gap and steer your team in the right direction from the get-go.

What’s In It For Me?

Mastering clear expectations offers leaders a multitude of benefits. It enhances team performance, fosters improved communication, and establishes a framework for accountability. By showcasing leadership capabilities, leaders inspire trust and respect, driving individual and team success. Ultimately, this contributes to organizational growth and sustainability.

What Challenges Might Come Up?

Navigating and setting clear expectations can sometimes feel like a jigsaw puzzle for leaders. You know the feeling when you think you’ve clearly laid out your expectations, only to find out there’s been some miscommunication along the way? It happens more often than we’d like, leading to a lot of head-scratching moments. Then there’s the challenge of communication barriers – whether it’s the wrong platform or differing communication styles, it can throw a wrench in things. And let’s not forget about those assumptions we sometimes make about our team members – thinking they’re on the same page when, in reality, they’re not quite there yet. And just when you think you’ve got it all figured out wham! Priorities shift, or some unexpected curveball comes your way, shaking up your plans. That’s why it’s crucial to keep those lines of communication open, truly understand your team dynamics, and continuously tweak those expectations to ensure everyone’s on the same page and moving toward collective goals.

How Do I Do This?

Crafting Clear Conversations to Support Expectations: Crafting clear conversations to support expectations can be achieved through proactive communication strategies. This involves organizing structured team meetings dedicated to defining goals and responsibilities collaboratively, ensuring every member has a voice and feels ownership over the expectations set. Clarifying roles and responsibilities during these discussions is crucial, as it promotes understanding and accountability among team members. Additionally, documenting these expectations in written form and distributing them to the team provides a tangible reference point for clarity and helps mitigate potential misunderstandings. Overall, fostering open and transparent communication channels within the team facilitates the alignment of expectations and enhances overall team performance. Feedback and

Follow-Up: Achieving effective feedback and follow-up involves establishing structured processes for gathering and delivering feedback within the team. This includes scheduling regular check-ins or meetings where team members can provide input on progress and address any concerns or challenges. Additionally, it’s essential to create a supportive environment where feedback is constructive and focused on improvement rather than criticism. Following up on feedback by implementing actionable steps and monitoring progress ensures that issues are addressed promptly and expectations are met. Consistent communication and accountability are key in this process, fostering a culture of continuous improvement and ensuring that the team remains aligned with its goals.

Empower Your Leadership Journey: Empowering your leadership journey involves embracing self-awareness and actively seeking opportunities for growth and development. It requires setting clear goals and objectives for personal and professional advancement, as well as seeking feedback from mentors, peers, and team members to gain insights and refine your leadership skills. Additionally, fostering a growth mindset and being open to learning from both successes and failures is crucial. Empowering leadership also involves delegating tasks effectively, trusting team members to take on responsibilities, and providing support and guidance when needed. By continuously refining your leadership capabilities and embracing opportunities for growth, you can empower yourself to lead more effectively while inspiring others within their organization.

How do I create a succession plan for my team?

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What’s In It For Me?

From an HR perspective, succession planning offers a multifaceted array of benefits, foremost among them being the cultivation of a reliable talent pipeline. By proactively identifying and nurturing high-potential employees, organizations mitigate the risks associated with key personnel departures, ensuring smooth transitions during vacancies. This commitment to employee development not only fosters satisfaction, loyalty, and engagement but also presents clear pathways for career advancement within the organization. Moreover, succession planning serves as a strategic tool for risk mitigation, minimizing disruptions to business operations and maintaining stability in critical leadership roles. In essence, investing in succession planning not only secures the future of the organization but also enriches the employee experience, yielding long-term benefits for both the individual and the company as a whole.

What Challenges Might Come Up?

Implementing a succession plan presents HR professionals with dual challenges: identifying and nurturing talent, particularly in specialized fields, and overcoming resistance to change. HR must invest in robust talent assessment processes, training initiatives, and mentorship programs to effectively groom future leaders. However, resistance to these efforts may stem from apprehensions about change or perceptions of favoritism. Overcoming such resistance demands transparent communication and a focus on the mutual benefits for individuals and the organization at large.

How Do I Do This?

Identify and Nurture Talent: Start by identifying high-potential employees within your organization. Invest in their development through mentorship programs, specialized training, and challenging assignments. This not only prepares them for future leadership roles but also ensures a continuous pipeline of capable individuals ready to step in when needed.

Showcase Career Progression Opportunities: Communicate the benefits of succession planning to your employees. Highlight how it can lead to career advancement and personal growth within the organization. By demonstrating a commitment to their development, you can boost employee morale, satisfaction, and retention, fostering a culture of engagement and loyalty.

Proactively Mitigate Risks: Take a proactive approach to mitigate risks associated with key personnel departures. By identifying potential successors and providing them with the necessary support and training, you can minimize disruptions to business operations and ensure smooth transitions. This not only safeguards organizational stability but also builds resilience in the face of unforeseen challenges.

Embracing succession planning as an integral part of HR strategy yields multifaceted benefits for organizations. By investing in talent pipeline development, fostering employee engagement, and proactively mitigating risks, HR professionals pave the way for organizational resilience and long-term success. Challenges such as talent identification and resistance to change can be overcome through strategic initiatives focused on talent nurturing, transparent communication, and proactive risk management. Ultimately, by embracing succession planning, organizations not only secure their future leadership but also cultivate a culture of continuous growth, development, and adaptability.

 

Strategies for Developing a Skilled Workforce to Support Organizational Growth

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What’s In It for Me?

Magic happens when you nurture a skilled and adept workforce. As an HR professional, consider the tangible benefits of a workforce where employees aren’t just contributors but valued assets, consistently refining their skills to keep pace with the company’s growth and overarching goals. Sounds nice, doesn’t it?

Investing in a skilled workforce not only amps organizational productivity but also places you in the driver’s seat of strategic success. 

What Challenges Might Come Up?

Introducing new training programs or upskilling initiatives may encounter resistance embedded within the organizational culture. To overcome resistance, it becomes crucial to underscore the direct alignment of these initiatives with the organization’s core values and overarching goals (i.e how does training align with what the company values most?).

The path to success lies in embracing creativity, employing strategic planning, and harnessing available resources judiciously. Tools like succession planning, skill assessments/matrices, and personalized development plans prove invaluable in this context. These tools clarify where attention and efforts should be directed and facilitate a more focused approach. 

How Do I Do This?

Identify Skills Needed for Growth: Start by conducting a thorough analysis of the skills required for each role that will support the organization’s growth (i.e skill matrix). This involves collaborating with department heads, analyzing job roles, and forecasting baseline skill sets. By understanding the skills gaps of your teams you can tailor your workforce development strategies accordingly.

Tailored Training Programs: Based on the skill matrix you’ve identified for each role or department you can design or source training programs that address current skill gaps and anticipate future needs. Tailor these programs to align with the organization’s objectives. Whether it’s technical skills, leadership development, or industry-specific expertise, ensure that the training is in alignment with your company values and directly contributes to objectives

Measure and Adjust: Implement metrics to measure the effectiveness of your workforce development initiatives.  Regularly assess the impact on employee performance and overall organizational growth. Use this data to make informed adjustments to your strategies, ensuring they remain aligned with the dynamic needs of the organization. At Intuity we see a 20% increase in leadership effectiveness alone through our leadership coaching programs. 

Investing in the development of a skilled workforce reaps tangible benefits for HR professionals, positioning them as drivers of strategic success. By identifying needed skills, implementing tailored training programs, measuring effectiveness, and fostering a continuous learning culture, HR professionals can navigate the path to success, ensuring employees evolve into valued assets consistently contributing to the company’s growth and objectives.

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How can organizations leverage leadership coaching to enhance collaboration?

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Effective collaboration is a cornerstone for success in today’s dynamic organizations. Unsurprisingly, leadership coaching has emerged as a potent tool for nurturing collaboration within the workplace, resulting in a remarkable increase of up to 56% in leadership effectiveness post-coaching. Organizations that leverage these learned tools can cultivate a collaborative culture that propels them toward success by equipping leaders with the essential skills for impactful communication and relationship-building.

Let’s explore this a bit further.

What’s in it for me?

Effective collaboration is a game-changer for individuals and the organization as a whole. Imagine a workplace where teams seamlessly align, communicate, and innovate. Leadership coaching plays a pivotal role in making this vision a reality. For individuals, it means personal growth and skill development. Leaders evolve into mentors, not just managers, fostering an environment where each team member feels valued and empowered. This shift not only propels individual careers forward but creates a collective sense of achievement. It’s a win-win that resonates from the top down to every contributor in the organization.

What challenges might come up?

Providing coaching to leaders and teams can be a challenging task. Leaders may feel uncomfortable exploring their strengths and weaknesses, and the resistance to self-reflection can be heightened in organizations with deep internal hierarchies. Overcoming these challenges requires a delicate approach. Third-party coaching services can help ease the tension, but it’s crucial to ensure that they align with your organization’s values. By doing so, you can foster a culture of growth and development, where leaders and teams are empowered to enact positive change.

How do I do this?

Identify Needs: Think of this step as your organization’s self-check. What areas need a bit of TLC? Is it the way teams communicate, handle conflicts, or innovate? Identifying these needs is like putting on your glasses – it gives you a clearer view of where to focus and what adjustments are needed.

Promote a Coaching Culture: Instilling a coaching culture in your organization is like setting up a good habit. It’s not a one-time thing but an ongoing practice. By adopting a coach-approach, you can create a natural environment of continuous learning and development. This will benefit everyone in the organization and help to develop strong leadership and teams.

Provide Resources and Training: Investing in your people is investing in your organization’s success. After all, they are the heartbeat of your company – the engine that keeps things moving. That’s why offering training programs, workshops, and mentorship opportunities is crucial. By providing your team with the tools they need to troubleshoot challenges and fine-tune their performance, you’re not just keeping up – you’re staying ahead of the curve. 

When it comes to building a strong workforce, having the right knowledge and skills is key. But it’s not just about hard skills – it’s also about recognizing and unleashing the full potential of your people. By doing so, your organization can become a truly formidable force. Are you taking the time to ensure that your team is finely tuned to harness their full power?

How Can I Amplify The Impact of Feedback Using Emotional Intelligence?

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Feedback lies at the heart of growth within any organization. As HR professionals, your expertise in nurturing an environment conducive to constructive feedback is crucial. Let’s explore how integrating emotional intelligence into feedback practices can revolutionize team dynamics and drive positive outcomes.

What’s in it for me?

I’m sure you cringe whenever a manager provides blunt feedback, doesn’t lead with examples or jumps in to take on the work themselves (“NVM, I’ll take it from here”) By coaching managers and leaders on delivering effective feedback, HR professionals can empower them to become mentors rather than critics. This approach enhances leadership qualities and creates a ripple effect throughout the organization, promoting a feedback-rich culture at every level. Not only will it allow managers to align feedback with organizations’ goals, but it will cultivate trust and transparency, leading to a culture of growth. How does that sound?!

What challenges might come up?

We know change can be hard, especially when it comes to helping your managers and leaders adopt new ways of doing things. 

  • You may face cultural resistance when implementing new feedback mechanisms; however, emphasizing how they align with organizational values and goals can go a long way.
  • Many organizations have limited resources to support team members, which puts pressure on HR to do a lot with a little. 

How do I do this?

Alright let’s roll up our sleeves and see what we can do to help support our teams in delivering more effective feedback that will improve team morale and boost productivity Aligning Feedback with

Organizational Goals: Tailoring feedback to align with broader organizational objectives ensures that individual growth complements company success. HR professionals equipped with the knowledge of emotional intelligence can steer feedback sessions to not only address personal development but also contribute to overarching business strategies.

Developing Trust and Transparency: Constructive feedback builds trust between employees and managers. When delivered thoughtfully, it demonstrates a commitment to individual growth, fostering an open and transparent work culture. HR professionals can spearhead this by facilitating feedback mechanisms that prioritize honesty and respect.

Nurturing Emotional Intelligence: When feedback is rooted in emotional intelligence, it becomes a means to understand and manage emotions effectively. By emphasizing the impact of actions and behaviors on team dynamics, feedback serves as a catalyst for self-awareness and empathy. As HR professionals, promoting this understanding can significantly enhance teamwork and collaboration.

Cultivating a Culture of Growth: Feedback, when framed positively, fosters a growth mindset within your teams. Encouraging an environment where feedback is seen as a tool for improvement rather than criticism paving the way for continuous learning and development. It’s an avenue for employees to enhance their emotional intelligence, allowing them to navigate challenges more effectively.

Embedding emotional intelligence into feedback practices is a strategic move towards more cohesive and resilient teams. By embracing emotional intelligence, HR professionals pave the way for a feedback-rich environment that nurtures growth, fosters trust, and propels the organization towards collective success.

How can I determine the right time and place to hold a difficult conversation?

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Navigating difficult conversations is a part of professional life that many of us dread. Whether it’s addressing performance issues, giving constructive criticism, or discussing sensitive matters, handling these conversations with finesse is crucial. The ability to determine the right time and place for these discussions isn’t just about convenience; it’s about maximizing their impact.

Let’s explore how you can navigate this terrain effectively.

What’s in it for me?

Imagine a conversation that leaves both parties feeling heard, understood, and closer to a resolution. That’s precisely what’s at stake when timing a difficult conversation. When handled adeptly, these discussions can lead to improved relationships, enhanced mutual understanding, and resolution of issues that might be impeding progress. It’s not just about addressing the immediate concern; it’s about building a foundation for healthier communication and relationships in the future.

What Challenges Might Come Up?

Timing isn’t always on our side when it comes to difficult conversations. It’s not just about finding the right time; it’s also about gauging the emotional state of those involved. Challenges may arise due to conflicting schedules, heightened emotions, or environmental factors. Furthermore, the fear of confrontation or the discomfort associated with the conversation might cause hesitation or avoidance. These challenges can make it harder to initiate or find the right moment for the discussion.

How Do I Do This?

Timing tough conversations requires a strategic approach, one that acknowledges both the emotional readiness and the practical setting. Ready to tackle this challenge head-on? Let’s delve into some effective strategies that can help you navigate the nuances of timing and location for those crucial dialogues:

Assess the Emotional Climate: Before diving into the conversation, gauge the emotional climate. Are both parties in a state where they can approach the discussion rationally and calmly? If emotions are running high, it might be wise to postpone the conversation until both parties are more composed. Assessing the situation with empathy will help to build trust between you and the other party. 

Choose a Neutral and Private Setting: Privacy is crucial for sensitive conversations. Opt for a neutral space where both parties feel comfortable and free from distractions. This could be a quiet meeting room or a neutral location that’s devoid of interruptions. We all know how effective the right environment can be on our emotional state by providing neutral space to talk you are setting the tone for open dialogue and a fair playing field for both parties

Prepare and Set the Tone: Plan what you want to convey and anticipate potential reactions. Start the conversation by setting a respectful and empathetic tone. Express your intention to address the issue constructively and collaboratively. By allowing the other party time to process why they are there and what the scope of the discussion is you are providing them with the psychological safety they need to be able to speak their truth and move the conversation towards a positive outcome.

Be Open to Adaptation: Sometimes, despite careful planning, the timing might not be ideal. Be flexible and open to rescheduling if necessary. Prioritize the quality and receptiveness of the conversation over a rushed or inappropriate timing. The human side of the conversation always needs to be considered. Not everything can be predicted so if the day throws a curveball at either party the willingness to adapt lends to an environment of safety. 

Approaching difficult conversations with mindfulness, empathy, and a readiness to adapt can significantly impact their outcome. Remember, the goal is not just to have the conversation but to navigate it in a manner that promotes understanding and resolution.