Influencing Top Leadership: Cultivating a Stronger Organizational Culture

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Organizational culture plays a pivotal role in shaping the identity, values, and behaviors of an organization. A strong and vibrant culture can drive employee engagement, foster innovation, and enhance organizational performance, while a weak or dysfunctional culture can undermine morale, impede collaboration, and hinder business success.

Despite its significance, cultivating a strong culture often requires the active involvement and support of top leadership. Ironically though, I’ve seen leaders show a “deer in the highlights” look when trying to present information addressing culture issues that was often the subject of their complaints. Like it or not, organizational culture will help or hinder organizational success.

Here are key factors to consider for a successful culture management effort.

Understanding the Role of Top Leadership

Top leadership, including executives, senior managers, and board members, plays a critical role in shaping and sustaining organizational culture. As influential role models and decision-makers, top leaders set the tone for organizational values, behaviors, and priorities. Their actions, words, and decisions send powerful signals to employees about what is valued and rewarded within the organization. Therefore, it is essential for top leadership to recognize their influence on organizational culture and actively engage in efforts to strengthen and nurture it.

Building Awareness and Alignment

To influence top leadership, it is crucial to build awareness and alignment around the importance of organizational culture and its impact on business performance. This involves educating top leaders about the role of culture in driving employee engagement, fostering innovation, and enhancing customer satisfaction. By sharing research, case studies, and best practices, leaders can gain a deeper understanding of the connection between culture and business outcomes and recognize the business imperative of investing in culture development.

Engaging in Dialogue and Collaboration

Creating opportunities for dialogue and collaboration can facilitate meaningful discussions about culture and its implications for the organization. By inviting top leaders to participate in culture-related initiatives, such as culture assessments, workshops, or focus groups, organizations can foster open and honest conversations about current culture strengths, weaknesses, and opportunities for improvement. Additionally, leaders can engage in cross-functional collaboration to identify and address cultural barriers or challenges that may be hindering organizational performance.

Leading by Example

Perhaps the most powerful way to influence top leadership is by leading by example. Top leaders must demonstrate their commitment to organizational culture through their actions, decisions, and behaviors. This includes embodying the organization's values, upholding ethical standards, and fostering a culture of transparency, inclusivity, and accountability. By modeling desired behaviors and aligning their actions with the organization's stated values, top leaders can inspire employees and reinforce cultural norms that support business objectives.

Measuring and Monitoring Progress

Finally, it is essential to measure and monitor progress towards culture development goals to hold top leadership accountable for their role in shaping organizational culture. This may involve establishing key performance indicators (KPIs) related to culture, such as employee engagement scores, turnover rates, or cultural alignment metrics, and regularly tracking and reporting on these metrics to top leadership. By providing visibility into culture-related outcomes and progress, organizations can demonstrate the impact of top leadership's involvement and reinforce the importance of ongoing culture development efforts.

Wrapping it up

Influencing top leadership to recognize their role in developing a stronger organizational culture requires building awareness, fostering dialogue and collaboration, leading by example, and measuring progress. By actively engaging top leaders in culture-related initiatives and demonstrating the business value of culture development, organizations can create a culture that empowers employees, drives performance, and fosters long-term success.

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Tresha Moreland

Tresha Moreland is a 30-year organizational effectiveness and strategic workforce planning expert. She partners with business leaders to develop workplace strategies that achieve best-in-class results. She has held key organizational leadership roles in multiple industries such as manufacturing, distribution, retail, hospitality, and healthcare. Tresha is the founder and principal consultant of HR C-Suite, LLC (www.hrcsuite.com). HR C-Suite is a results-based HR strategy resource dedicated to connecting HR with business results. She has received a master’s degree in human resource management (MS) and a master’s degree in business administration (MBA). She has also earned a Senior Professional in Human Resources (SPHR), Six Sigma Black Belt Professional (SSBBP) Certification. She is also recognized as a Fellow with the American College Healthcare Executives with a FACHE designation.