Every company has a culture: regardless of size, age, or industry. What separates leading companies from their competitors is their ability to intentionally shape culture to drive the business and create an environment where people are inspired to achieve extraordinary results.

Cultures are built-and change-over time: it takes thousands of actions, both large and small, over a period of weeks, months, and years. However, one person can and often does make a difference: much of shaping culture, at any level, centers on personal ownership and responsibility. Whether shaping culture for an organization of thousands working around the world or for a small team at a single location, many of the necessary leadership characteristics and behaviors remain the same, and begin with the individual:

* Vision – Can you communicate the organization’s vision in plain language which engages people both emotionally and intellectually? Can you paint a compelling picture of the future for others in the organization?

* Respect – Do you model the organization’s values and actively support its vision? Do your actions match your words? Do you listen to others’ concerns?

* Trustworthiness – Do you do what you say you are going to do? Can someone sit across a table from you and believe what you say? Are your intentions clear?

* Communication – Do you make time to communicate face-to-face? Do you tailor your messages to your audience, meeting them where they live? Do you communicate regularly with all stakeholders?

In my work, I see every day the effects a cohesive organizational culture can have; I experience the possibilities created by employees who are passionate, committed, and striving for a purpose larger than themselves. In bottom line language, the impact shows in customer relationships, product quality, recruitment, retention rates, productivity, and more. Viewed in this context, it is clear that shaping an organization’s culture is more than “nice to do,” but a business imperative which has a tangible, meaningful impact on the financial results of any organization.

Shaping organizational culture simply requires a choice; a choice to lead, to communicate, to reinforce the behaviors you want to see in the organization, and to commit to a sustained effort. Above all, remember that culture is shaped by invitation, not mandate; by commitment, not compliance. At the end of the day, some may decline the invitation, but the ones who accept will want to be there, and self-selection makes a world of difference in the level of energy generated. As your desired culture begins to take shape and others choose to join in, you create engagement that sustains itself, because people will nourish what they help create.

Author Bio: Mindy Hall, Ph.D. is the President cialis price & CEO of Viagra Jelly target=”_blank”>Peak Development Consulting, LLC, creating custom organization and leadership development solutions for clients worldwide. For more articles on shaping cultures, cultivating leaders, developing teams, and building HR capacity, visit: http://www.peakdevelopment.com/articles.html does female cialis work

Category: Business/Leadership
Keywords: shaping organizational culture, organization leadership, organization development, changing organizational culture, developing leaders, transformational culture