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Corporate Leadership Development
Impact Factory runs tailored
Leadership Programmes
Open Leadership Courses
and personalised One-to-One Executive Coaching
for anyone who has, or is about to have a Leadership Role
The following article was contributed by Ed Horrell
Leaders Establish Corporate Culture
What can you learn about corporate culture by studying the mudslinging, vicious war of words between Donald Trump and Rosie O'Donnell?
Leadership Training
What leaders of corporations and organisations say about others can play a powerful role in the culture that their company adopts.
In addition to actions, policies, and communications, companies reflect what
their leaders say. This can be revealing.
Take Donald Trump, for
example.
From all appearances, Trump seems to run a successful
organisation.
The success of his companies, just as is the case with ANY company, has as much to do with the character of its leadership as its strategy.
This character, referred to as its culture, is much more powerful than its strategy.
It defines who the company is.
When a leader uses phrases to describe
other people including "fat", "slob", and "ugly", it makes a strong statement to
the employees of the company.
This statement comes in two flavors.
One is the statement that is
made to leaders of the company. In most cases, the leadership of any group tends
to emulate THE single leader. Leaders want to be included in the plans of the
key person and will tend to follow that person's culture via their actions and
words. In other words, they want to impress that key leader and what better way
is there than to be like them? If the leader likes his or her self, they will
certainly like others who are similar to them... right?
So it becomes
easy to emulate that leader by talking like them. If it's Ok for the leader to
use these phrases, it must be Ok for his followers to use them.
The
leaders who don't feel comfortable in this culture will find a way to separate
themselves from this talk, often leaving the company. They will be replaced by
others who "fit in" with this kind of leadership attitude.
This leads to
the second leadership statement, which is made indirectly to the employees,
especially employees who sense that they fit into the categories being described
unflatteringly by the leaders.
These same employees, many of whom are
probably of high value to their organisation, hear these comments which come
from their leadership and begin to feel that THEY don't fit in the culture which
the leaders are describing verbally. As they sense this lack of inclusion, they
will similarly feel their lack of fitting in and separate themselves from
others, again often leaving the company.
Can casual comments actually
lead to such cultural changes? You bet. Take a close look at the adoration of
employees of a charismatic leader such as Donald Trump. They watch every move,
every comment, very closely, especially those with desire for upward mobility.
They want to impress this leader, be "like him". Others within the organisation
want to be liked by their leaders.
Carefully study the heads of
companies that you do business with or that you observe. Listen to the words of
these individuals, watch their leadership and actions. You'll see that same
attitude throughout the organisation, from top to bottom. They will attract
employees and managers with similar beliefs.
And if you like working for a name-calling, tough-talking company, I've got a
suggestion for you.
Join the "Kindness Revolution" created by Ed
Horrell, a Memphis-based author, professional speaker and the host of the
syndicated radio show "Talk About Service." Learn more about his books, keynotes
and radio show at http://www.edhorrell.com
