Leadership And Culture: The Answer To This Three-Part Discus
Leadership And Culturethe Answer To This Three Part Discussion Should
Provide a description of three steps leaders may choose to incorporate into daily supervisory and managerial duties that promote a healthy organizational culture. Describe three inter-personal behaviors leaders can take to promote healthy organizational culture. Besides those named to leadership position, who contributes to organizational culture? How so?
Paper For Above instruction
Developing and maintaining a healthy organizational culture is fundamental to organizational success and sustainability. Leaders play a pivotal role in shaping this culture through deliberate actions and behaviors that foster a positive environment. Three critical steps leaders can incorporate into their daily supervisory and managerial duties include clear communication of organizational values, consistent recognition and reinforcement of desired behaviors, and fostering an inclusive environment that encourages diversity of thought and collaboration. Communicating organizational values consistently ensures that employees understand and align with the core principles guiding their work, creating a shared sense of purpose (Schein, 2010). Recognition and reinforcement serve to motivate employees, reinforce organizational norms, and promote behaviors that support the culture. Finally, fostering inclusivity enhances innovation, engagement, and respect among team members, contributing to a resilient and adaptive organizational culture.
Inter-personal behaviors that leaders can adopt to promote a healthy organizational culture include active listening, authentic feedback, and demonstrating empathy. Active listening allows leaders to understand employee concerns, ideas, and needs, building trust and a sense of value (Miller & Crabtree, 2019). Providing authentic, constructive feedback helps employees grow and aligns their performance with organizational goals, reinforcing positive behaviors. Demonstrating empathy by understanding colleagues' perspectives and feelings fosters psychological safety, which is essential for open communication and collaboration. These behaviors collectively create a supportive environment where employees feel respected, valued, and motivated to contribute positively to the organizational culture.
While formal leadership positions influence organizational culture significantly, contributions also come from other organizational members such as frontline employees, middle managers, and organizational champions. Frontline employees often embody the culture through daily behaviors and interactions, serving as role models for expected norms and values (Katzenbach & Smith, 2005). Middle managers act as intermediaries, translating leadership directives into operational practices and fostering a cohesive team environment. Additionally, organizational champions—individuals committed to promoting cultural change—drive initiatives, mentor colleagues, and sustain cultural values across different levels. These actors contribute collectively to shaping, reinforcing, and evolving organizational culture—highlighting that culture is a collective effort beyond just top leadership.
References
- Schein, E. H. (2010). Organizational Culture and Leadership (4th ed.). Jossey-Bass.
- Miller, C., & Crabtree, B. (2019). Listening as a Leadership Skill. Journal of Management Development, 38(5), 351–365.
- Katzenbach, J. R., & Smith, D. K. (2005). The Wisdom of Teams: Creating the High-Performance Organization. Harvard Business Review Press.