Effective leadership requires more than just making decisions and managing teams. It’s about intentionality, understanding the “why” behind every action, and fostering a workplace culture that aligns with these values. As companies grow and evolve, it’s crucial for leaders at every level to not only embody these principles but also to ensure they permeate throughout the organization.
Let’s explore the importance of intentional leadership and the steps you can take to create a culture that truly reflects the values your organization holds dear.
The Power of Intentional Leadership
Intentional leadership is about more than just setting goals and achieving results. It’s about being deliberate in your actions, understanding the purpose behind what you do, and leading by example. Leaders who are intentional inspire their teams to be more engaged, productive, and aligned with the company’s mission.
From the outset, it’s important to establish why intentionality matters. When leaders are clear about their intentions, they provide a sense of direction that motivates their teams. This clarity helps to build trust and respect, as employees know that their leaders have a clear vision and are committed to achieving it.
The Importance of Defining Your “Why”
One of the cornerstones of intentional leadership is understanding and communicating your “why.” This concept, popularized by Simon Sinek, emphasizes the importance of knowing the purpose behind your actions. Whether you’re leading a team meeting or making a strategic decision, knowing your “why” ensures that your actions are aligned with your long-term goals.
In practice, this means that every interaction, decision, and policy should be rooted in the core values of the organization. For instance, before a meeting, ask yourself what you hope to achieve and how it aligns with the company’s mission. This approach not only maximizes the efficiency of your time but also reinforces the purpose of every action, making sure that you’re not just checking boxes but genuinely making an impact.
Creating a Culture Code
One of the most powerful tools in building a meaningful workplace is establishing a culture code. A culture code goes beyond a mission statement or a set of values; it is a living document that outlines the actions and behaviors that everyone in the organization commits to uphold. This code serves as a blueprint for how employees are expected to conduct themselves, both individually and as a team.
For example, in a company that values work-life integration, the culture code might include guidelines that support flexible work schedules and emphasize the importance of balancing professional and personal responsibilities. Other elements might include encouraging innovation, embracing failure as a learning opportunity, and prioritizing impact over time spent.
By creating a culture code, leaders set the tone for the organization and provide a clear framework for decision-making. This helps to ensure that the company’s values are not just words on a wall but are actively lived out in the day-to-day operations.
Building and Sustaining a Meaningful Workplace Culture
Once you’ve established a culture code, the next step is to integrate it into every aspect of the organization. This requires a commitment from leadership to not only model these behaviors but also to hold themselves and their teams accountable.
One common challenge that organizations face is the gap between stated values and actual practices. It’s not uncommon for companies to have mission statements and values that look great on paper but are rarely referenced in daily operations. To avoid this pitfall, it’s important to regularly revisit and reinforce the culture code. This might involve regular check-ins with team members, integrating the code into performance evaluations, and creating opportunities for employees to provide feedback on how the culture is being lived out.
Another critical aspect of sustaining a meaningful workplace culture is recognizing and addressing misalignment early. When a new hire or even a long-standing employee’s actions are not in line with the company’s culture, it’s important to address the issue promptly. This might involve additional training, coaching, or in some cases, helping the employee transition to a role or organization that is a better fit. The adage “hire slow, fire fast” applies here, emphasizing the need for careful selection of team members and swift action when cultural misalignment becomes apparent.
The Role of Leaders in Cultivating Culture
Leaders play a crucial role in cultivating and maintaining workplace culture. They are the stewards of the culture code and must model the behaviors they expect from their teams. This requires a high level of self-awareness and a commitment to continuous improvement.
One of the most effective ways leaders can build trust and motivate their teams is by personalizing their leadership approach. Tools like the Predictive Index can help leaders understand what each individual on their team needs and tailor their management style accordingly. This not only boosts engagement but also helps to build a more cohesive and productive team.
Moreover, leaders must be vigilant in maintaining the integrity of the culture. This means regularly revisiting the culture code, seeking feedback, and being willing to make tough decisions when necessary. For example, if a project is behind schedule, it might be tempting to ask employees to work overtime to meet deadlines. However, if work-life balance is a core value of the company, leaders should explore alternative solutions that align with this value rather than compromising the culture for short-term gains.
The Danger of Complacency
One of the biggest threats to maintaining a strong workplace culture is complacency. As companies grow and evolve, it’s easy to fall into the trap of “business as usual.” This can lead to a culture where employees are simply going through the motions, checking boxes rather than striving to make a meaningful impact.
To combat this, leaders must be proactive in fostering a culture of continuous improvement. This might involve regular training, team-building activities, and opportunities for employees to take on new challenges. It’s also important to create an environment where employees feel safe to speak up when they see something that doesn’t align with the culture.
Transparency and accountability are key to preventing complacency. Just as consumers use tools like Uber to provide feedback and ensure accountability, organizations can create similar mechanisms to ensure that cultural values are upheld. This might include regular surveys, anonymous feedback channels, and public recognition of employees who exemplify the company’s values.
Leading with Intentionality
Leading with intentionality is about more than just setting goals and achieving results. It’s about understanding the purpose behind your actions, creating a culture that aligns with your values, and fostering an environment where every team member feels valued and empowered to contribute.
By defining your “why,” creating a culture code, and committing to continuous improvement, you can build a workplace culture that not only drives business success but also creates a meaningful and fulfilling experience for every employee. Remember, the true measure of leadership is not just in what you achieve, but in how you achieve it. Lead with intentionality, and you’ll inspire others to do the same.
Listen to the episode: Lead the People #83: Moving People Forward with Intention with Nikki Lewallen Gregory
Learn about Matt Poepsel.
Learn more about The Predictive Index.
Key Takeaways:
- Keep everything in focus. We’ve long been told to start with why, but are we asking this question often enough? Old habits, long standing meetings, and workplace routines can always be put to the why test.
- Know your code. I love how Nikki described her organization’s culture code as a “lived way of being.” This really underscores just how meaningful their intentions are to how they operate and hold one another accountable.
- Leaders take an oath. Leadership means being responsible for the welfare of others. This should not be taken lightly. Do the work to learn the craft and push through your own boundaries to do it well.
Things to listen for:
[00:16:35] Transparency and Leadership Tools. The best leaders build trust and motivate their teams by understanding what makes individuals tick.
[00:17:48] The Changing Nature of Transparency. The evolution of transparency, comparing consumer-facing transparency. There is a lack within many organizations.
[00:20:07] Empathy for Executives Adapting to Change. Executives face many challenges when adopting people-first practices. There is a great need for empathy and recognizing the difficulty of changing established practices.
