HCM Skinny-3 Ways Senior Leaders Create a Toxic Culture
There are a lot of areas that can contribute to an organization’s culture, regardless if that culture is viewed as strong or weak. The easiest to pinpoint but one of the most difficult to control is the impact that leaders have on the culture of their team, department, and company. It’s difficult to control because every manager is different. They have different experiences, different trainings, different tenure, different roles, etc. The list can go on and on. Regardless of those circumstances, the impact a manager has on culture is enormous.
This article does a great job identifying 3 controllable areas where you can easily identify a manager’s effectiveness around building culture on his/her team. The most important, in my opinion, is the first area discussed, scattered priorities. It doesn’t matter what function a manager oversees (sales, finance, marketing, service, etc.), it is critical to provide your team specific and simple expectations so they can focus on the job at hand. The more simple and specific you can be while providing role and task clarity, the more focused your team can be while having a clear understanding around their expectations.
Always focus on providing clear priorities with minimal conflict so that the team and employees have little resistance while completing their work. Clear expectations with defined priorities and little resistance will create an environment where employees can thrive; that’s how you can build a great culture.
Top quote from article:
Effective leadership teams have clearly defined charters. They narrowly focus on the most strategic priorities and don’t detour from them. They stick to well-articulated decision-making processes. And they intentionally transfer their disciplined focus down through the organization. Ron Carucci, Co-Founder of Navalent
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