On The Small Business Radio show this week, I interviewed someone who grew up in the group and what it taught them about building cultural leadership practices.
After growing up in a religion and later experiencing its toxic culture, Tobias Sturesson evolved into a prominent advocate of the vital importance of cultural life to the success of human organization and prosperity. He is the author of “You Can Culture: Transformational Leadership Practices for an Effective Workplace, Positive Impact and Lasting Success“. Tobias identified four very important and timeless leadership practices for building culture.
Here’s what we discussed:
Be humble
Humility in leadership is not a sign of weakness but a strength that includes vulnerability and accountability. Leaders must admit that they do not have all the answers and be open to feedback. By fostering an environment where team members feel safe to share their struggles and failures, organizations can address issues more effectively and foster a culture of continuous improvement.
Actionable Tips:
Encourage Open Feedback: Create regular opportunities for team members to provide feedback without fear of retaliation.
Admit Mistakes: Lead by example by admitting your mistakes and showing how to learn from them.
Encourage Vulnerability: Share personal stories of challenges and growth to build trust and openness in the group.
Clear it
This practice involves defining the organization’s values and ensuring they are fully integrated into day-to-day operations. Searson encourages leaders to define the behaviors that are relevant to their work and to reinforce these values consistently. By doing so, organizations can create a framework for decision-making and behavior that supports a positive culture.
Actionable Tips:
Define Core Values: Clearly define your organization’s core values and ensure they are visible and understood by all team members.
Integrate Values into Processes: Embed these values into hiring practices, performance reviews, and daily activities.
Consistently Reinforce Values: Regularly communicate and celebrate behaviors that align with the organization’s values.
Get Listening
Effective communication is essential to cultural life. Searson highlights the need for leaders to seek feedback and create opportunities for open dialogue. This means not only waiting for team members to voice their concerns but also encouraging bold conversations. By listening to employees, leaders can gain valuable insight into an organization’s culture and identify areas for improvement.
Actionable Tips:
Conduct Regular Check-ins: Schedule one-on-one meetings with team members to discuss concerns and suggestions.
Create Safe Spaces: Create forums or channels where employees can share their thoughts anonymously if needed.
Act on Feedback: Show that you value feedback by taking action on suggestions and concerns raised by your team.
Find Integrity
The last practice focuses on establishing cultures and practices that reinforce the organization’s values. Searson suggests a regular check-in where teams can reflect on their alignment with core values, discuss where they’ve succeeded and where they’ve gone wrong. This practice helps embed values into the organization’s culture and encourages accountability among team members.
Actionable Tips:
Use Regular Reflection Sessions: Hold team meetings to discuss how well the team is living up to the organization’s values.
Celebrate Success: Recognize and reward behavior that reflects the organization’s values.
Address Inadequacy: Address in a positive manner situations where actions are not in line with stated values, providing guidance on how to improve.
Listen to the entire episode on The Small Business Radio Show
