Serving as a leader for over 30 years, it was my aim to create a culture where colleagues enjoy their drive or commute to work. I wanted a place where every team member could thrive while being their authentic selves. Therefore, I was intentional with my behavior and actions. Simon Sinek stated, “you can have a culture by design or by default.” Below are strategies that will help you design a culture where all colleagues/employees can thrive.
- Model Behavior – As a leader whether you do so intentionally or not you are modeling behaviors that have resulted in a culture emulating your behavior. When you respect those you lead then respect becomes a part of the fabric of your organization. Importantly showing respect to all colleagues regardless of their position or pay grade is very impactful. Also, for instance when you provide opportunities to receive feedback from your team then such behavior will be modeled as well. On the other hand, if you are degrading and condescending then your team will be degrading and condescending, and such behavior will be modeled throughout the organization. If you are self-centered then the team members will become self-centered creating a culture of me, myself and I which can lead to silos.
- Small things Matters – I recall when one of my departments had to meet a deadline and some team members decided to stay late to ensure we met the deadline, it was then I had food delivered to the team and I stayed late at the office to support those colleagues. It’s a reminder that small actions, gestures, or details can have a profound impact, especially in leadership and team dynamics. The little things often build trust, respect, and loyalty over time. It is the small things that matter the most!
- Putting the Team First – As a leader if you are more concerned about yourself and what you gain you are less likely to put others first. I remember my mother making sure we as a family had the basic necessities we needed. She would eat last once she prepared a great meal and I would observe her eating what was left no matter what it was. While we as a family would delight and indulge in hefty portions. As the leader, putting your team first is by ensuring that everyone on your team has the resources they need to thrive. Another great example of a leader putting their team first is when a CEO voluntarily takes a pay cut to avoid layoffs during tough financial times. For instance, during the 2008 financial crisis, Dan Price, CEO of Gravity Payments, took a significant pay reduction to ensure his employees could maintain their jobs and benefits. He prioritized their financial security and well-being over personal profit. This act not only safeguarded his employees but also fostered a culture of empathy and shared responsibility in the company.
- Care for Others – As a leader it is the human capital skill of care that keeps your team engaged. As a division I student athlete I was fortunate to play for a coach who cared about her players first and foremost. For example, during my freshman year she would often ask me how I was adjusting to college life. It made feel as if she cared about my well-being. As a leader I had many colleagues that encountered personal matters, I intentionally took time to listen to them and acknowledge their emotional discomfort. I offer you the same, take time to care and know that care is a strategy that you should employ. Care is not about becoming a best friend to a team member, it is not about crossing the line of respect from your team or becoming too familiar with team members that they don’t respect you. It’s simply possessing high emotional intelligence in being in tune with other’s emotions and motivating them through care. Simon Sinek teaches that leadership
If you are a leader or not, I offer you to employ these strategies so you can create culture by design that positions your team or those you serve the opportunity to thrive. Simon Sinek famously said, “Leadership is not about being in charge. It’s about taking care of those in your charge.”
Questions to consider:
What behavior(s) will you intentionally model?
What small task or act you will now implement?
How will you now put the team first? What paradigm shift will you make?
How will you show your team you care?