Leaders Establish Corporate Culture
- Date: 2007-03-29 - Word Count: 567
Share This!
What leaders of corporations and organizations 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 organization. The success of his companies, just as is the case with ANY company, has as much to do with the character of its leaders 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, leaders of any group tend 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 okay for the leader to use these phrases, it must be okay 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 attitude.
This leads to the second 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 organization, hear these comments which come from their leaders 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 organization 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 actions. You'll see that same attitude throughout the organization, 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.
(c) 2006, Ed Horrell. Reprint permission granted so long as article and byline are reprinted intact and all links made live.
Ed Horrell is the best-selling author of "The Kindness Revolution" which shows companies and organizations the importance of values-driven customer service and leadership. Information on his keynotes, books, and seminars can be found on his website at http://www.edhorrell.com
Take Donald Trump, for example.
From all appearances, Trump seems to run a successful organization. The success of his companies, just as is the case with ANY company, has as much to do with the character of its leaders 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, leaders of any group tend 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 okay for the leader to use these phrases, it must be okay 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 attitude.
This leads to the second 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 organization, hear these comments which come from their leaders 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 organization 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 actions. You'll see that same attitude throughout the organization, 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.
(c) 2006, Ed Horrell. Reprint permission granted so long as article and byline are reprinted intact and all links made live.
Ed Horrell is the best-selling author of "The Kindness Revolution" which shows companies and organizations the importance of values-driven customer service and leadership. Information on his keynotes, books, and seminars can be found on his website at http://www.edhorrell.com
Related Tags: leadership, management, employees, donald trump, managers, leaders, rosie odonnell, company culture
Your Article Search Directory : Find in Articles
Recent articles in this category:
- The No. 1 Rule For Projecting Confidence - Speak With Authority
One of the most important characteristics a person can project in a business setting - or any situat - After the Autumn Checkout European Debt Crisis and U.S. Brewing Rebound
In the commotion caused by the Fed on interest rates come to an end, the "disastrous" for the euro a - Advantages Of Arcade Game Rentals
There are many different advantages to arcade game rentals. Most people need something to release th - A General Primer on Truck Cargo Nets
In modern highways it is quite rare to see truck cargo nets in action, this is because they are usua - The United States Will Burst More Severe Financial Crisis
Not long ago, suddenly announced that the central bank to raise interest rates, the interest rate hi - Niche Marketing Profits - 3 Easy Steps to Finding a Profitable Niche Market Income in 10 Minutes
Like most beginners I was having a very difficult time trying to find a niche market to earn extra m - The Importance of Hospitality Management Consulting Firms Toronto
Businesses and the managers that help guide any business are in a constant state of improvement and - New Keynesian Theory Label
2010 winner of the Nobel Prize in Economics three theories have been labeled as "New Keynesian" labe - Federal Reserve Pouring Money QE2 Unpredictable Fortune
U.S. economist Milton Friedman proposed a "throw the cash from a helicopter" view, while the practic - Fiscal Consolidation Should no Longer Delay
British Chancellor of the Exchequer George Osborne today announced fiscal consolidation policy, shoc
Most viewed articles in this category:
- Common Financial Problems to Avoid
One must first change their habits and not procrastinate. American Consultants Inc at offers key fi - How a Bad Hire Can Hurt Your Business
What's worse - hiring the wrong person or not hiring anyone at all? Companies can become almost des - Joel Comm Is Dr. Adsense
What is Adsense? If you are new to making money online and net marketing, you may not know what Ads - 5 Steps For A Dynamic Wealth System Online
Recipe: Opportunity + knowledge + Dynamic Wealth System + Your Action = Massive Success!!! Step 1 - How To Stop Foreclosure
Losing your house to a foreclosure can be very scary. There are times when circumstances are ou - How to Always Pitch A Strike
As business owners, we are always working on new ways to convince people to become customers, client - Membrane Diffuser Solutions for Wastewater Treatment Systems
In the aeration basin of a typical wastewater treatment plant there are both organic and inorganic m - Another Year Hating Your Job or Loving Life?
Copyright © 2007 Mary Foley I've come to the conclusion that to be successful - really successf - Dyestuff Industry In India And China
World demand for dyes and organic pigments to touch $10.6 billion in 2008According to a study on dye - Cma-cgm Case : the Series of Lawsuits Continues in Syria, Lebanon, Egypt, France, England and the United States
Damietta company case : The series of lawsuits continues in Syria, Lebanon, Egypt, France, England a