When I speak on delegating I often make the comment that leaders shouldn’t be doing anything that someone who works for them could be doing. Leaders should only be doing the things that only they can do. If they are doing something that someone else could do then they aren’t doing something that only they can do.
Of all the things that only a leader can do perhaps none is more important than developing and nurturing the culture of their organization.
Despite the significance of culture within an organization many leaders overlook the strategic importance of intentionally cultivating the “feel” of their organization. They know on some level that culture matters so they may talk about it’s importance. But they virtually never show it’s importance.
Talking about culture without backing up the talk with actions is almost worse than not talking about it at all. It can make a leader seem clueless about what’s happening in their own organization. All talk and no action makes it hard to tell if the leader is trying to fool their people or if they are trying to fool themselves.
Creating a valuable culture within an organization requires a laser focused intentionality. A culture worth having doesn’t happen by accident. It grows out of a positive vision for the future. A vision where people matter most.
Authentic Leaders know that the surest way to grow their business is to care about their people. You may be able to fool some of the people into thinking you care about them for a while but sooner or later they will figure out you don’t.
When your people figure out that you really don’t care about them they won’t care much about investing themselves in the organization either.
Authentic Leaders know that they cannot talk their organizations into a healthy, growing and caring organization. They must lead the organization to a strong and productive culture. That leadership means showing people that they are valued always. That leadership means demonstrating, showing, even proving, that they are cared for above everything else.
There are consulting companies today who seem to operate on the premise of “take care of the bottom line and everything else will take care of itself.” They are dead wrong. Emphasis on the “dead” because they are slowing killing the organizations they are supposed to be helping.
As much as the business world has changed over time there remains one constant truth. That truth is this: take care of your people and they will take great care of the bottom line.
No, not ever, not even once was there a company that was able to sustain itself with a culture of “profit before people.”
Culture that is not fed a consistent diet of deeply caring leadership, two-way communication, valuing people of all ages and backgrounds, and fully transparent decision making will NOT die. It will turn onto a culture of disengagement. It turns into a culture of people doing their jobs with the minimum amount of effort required to keep those jobs.
It turns into a zombie culture.
So if you’re the person at the top of the organizational chart I have a question for you. How many days has it been since you made focused, intentional steps towards building a culture of caring and growth within your organization? How many days had it been since your people realized you took that intentional step?
If the answer to either question is more than a day then your culture is heading in the wrong direction. Only the person at the very top of the organization can change that direction, that task cannot be delegated.
Don’t try to delegate what only you can do. Work today and each day to build the culture you want to have in your organization….or not. It’s your choice and it’s likely the most important leadership choice you’ll ever make.
4 thoughts on “Zombie Culture”
I agree wholeheartedly. Have you read Everybody Matters, by Bob Chapman and Raj Sisodia? It’s a great book on this same topic, telling the story of Barry-Wehmiller. Very interesting read.
Your key phrase above, “Even profits.”
Many of the companies I worked for stated the importance of people, but when you watched them objectively, the ultimate concern was money. Barry-Wehmiller avoided any layoffs in 2008-2009. They took a huge risk and received (and continue to receive) great rewards. Not many leaders or organizations have the courage to make those kinds of choices.
Thanks for a great reminder and a great post.
Thanks Mike, it’s always interesting to listen to what a leader says and then compare that with what they do. Way too often their words and actions do not match, especially when money is involved.
Beautiful, succinct advice. Thank you for crystallizing such an important message.
Thank you Dave, I appreciate your comment.