Organizational Culture and Leadership
”Culture eats strategy for breakfast.”
Yes, we’ve all heard that one before. However, the bigger question here is, how many organizations take this statement seriously?
ORGANIZATIONS REACHING FOR THEIR GOALS ARE DEFINED BY:
Strategy which shows proper direction and serves as basis to giving every employee an understanding of how his/her duties link with the common purpose. Clear strategy and purpose provide meaning to the organization members.
Organizational culture and its development goals. Developing culture is about everyday actions and encounters. Organizational culture must be tied to the selected strategic direction. Culture is always connected with the way operations and leadership are organized.
Leadership and people – how do we get organized? What kind of management model is a good fit for us? Do we want to pursue self-leadership, self-organization or shared leadership – or is the more traditional, hierarchy-based model still the best choice for us? – Amidst all these choices, it is critical to secure the right expertise and safeguard its evolution onwards while making sure that the development of employee potential and career paths run smoothly.
Typical considerations and challenges relating to corporate culture and strategy:
Strengthening the feeling of purpose and meaningfulness
Culture of continuous learning together; growth mindset
Emphasis on the role of the teams
Self-leadership and self-organization highlighted as goals
Developing psychological safety
Nurturing innovativeness/experimentation culture
Diversity & Inclusion
Focus on inner motivation
One of the core questions of good leadership is understanding how people’s motivation is enabled positively. Inner motivation is about a feeling of autonomy with regards to one’s work and having the appropriate skills and competences as well as being part of the community.
Psychological safety is the foundation for a culture that is inclusive and values diversity. Psychological safety allows for creativity, innovativeness and rich interaction to take flight. For example, proper self-organization can not materialize if there is no shared experience of psychological safety in the team.
Professional tools for the development of leadership and organizational culture
We understand how culture and strategy are aligned and how that success requires excellence from both.
Mind Avenue carries out larger development projects together with its partner network.
Examples of Mind Avenue services:
COACHED LEADERSHIP
We train leaders and teams to adapt the coaching mindset.
Our services include:
Developing the organizational culture to fully support strategy
What kind of culture do we have – and what needs to change?
What kind of leadership supports our goals?
How do we get started?
Coaching skills for leaders
Implementation of coaching leadership style; coaching skills/mindset
Developing feedback culture and interaction throughout the organization
Providing training on coaching skills for all the members of the organization
GROUP COACHING
Supporting the skills/qualities of the individuals; such as leadership, collaboration, self-leadership
Taking self-leadership and self-organization onwards
Group coaching is an effective method for self-development while sharing the learning journey with the peer group. Based on feedback, the participants generally feel that group coaching is truly motivating.
“Culture is a group phenomenon. It cannot exist solely within a single person, nor is it simply the average of individual characteristics. It resides in shared behaviors, values, and assumptions and is most commonly experienced through the norms and expectations of a group—that is, the unwritten rules”
The Leaders Guide to Corporate Culture, by Boris Groysberg, Jeremiah Lee, Jesse Price and J. Yo-Jud Cheng Harvard Business Review Jan-Febr 2018
