What are the elements of an organizational culture that support change, and what role do leaders play in developing that culture?

Leading Change and Leader Development

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Leading Change and Leader Development

Organizational culture includes shared norms, beliefs, practices, and values developed by leaders to enhance organizational performance and effectiveness (Anderson, 2019). Elements of an organizational culture that support change include ethical conduct, integrity and trust, exemplary leadership, where leaders lead by example, effective communication nature, and purpose. These elements help in not only establishing a strong organizational culture but also establishing a friendly and comfortable working environment that employees can learn and smoothly embrace change (Anderson, 2019). Embracing and accepting change among employees reduces instances of employee resistance to change in an organization. In addition, these elements help in creating a favorable and positive working milieu allowing employees to enhance and improve on their skills, abilities, and knowledge. This develops professional growth among employees, which increases the alignment of their professionalism and performance with the organizational culture.

Leaders play an imperative role in the development of an efficient and effective organizational culture. Leaders gain buy-in from employees through interactions, communicate the shared culture, and enhance acceptance of this culture by instilling belief of shared value among employees. Leaders act like inspirational and motivational pillars that employees can rely on in terms of providing support in cases of difficulties in tasks and fostering strong relationships among employees through effective conflict resolution and management strategies (Hancott, 2017). Leaders act as links and building blocks between achieving the organizational culture and performance of employees. Communicating the shared norms and culture requires leaders to ensure possible obstacles such as employee resistance that impedes a productive organizational culture are resolved and eliminated. Leaders have to ensure significant culture development, including having a workforce with employees that perfectly align and fit with the identified elements of the culture in play in an organization (Hancott, 2017). This is achieved through the selection and recruitment processes that should be developed in alignment with the organizational culture.

References

Anderson, J. K. (2019). The Critical Few: Energize Your Company’s Culture by Choosing What Really Matters. Oakland: Berrett-Koehler Publishers.

Hancott, D. (2017). Leadership Is What?: The Importance of Vision, Integrity, and Developing Others. Lulu Publishing Services.