7 Ways Effective Leaders Cultivate A Positive Workplace Culture!
Organizational culture is a recurring theme in the analysis and human resources departments. For some, a subject of great importance; for others, a bit trite; and for others, it is overvalued, that does not transcend too much and in which there is no need to invest more than necessary.
The group of professionals who do not care much about the organizational culture had to face the economic crisis as the study reveals. Looking at the statistics of various companies, it became evident that a significant number of companies that focus only on expenses and controlling the budget, almost completely had forgotten the organizational culture and well-being within their organizations, had to face an economic crisis — neglecting the importance of the personal growth of their employees working in various organization(s), therefore, having a profound negative impact on business growth.
“If your actions inspire others to dream more, learn more, do more and become more, you are a leader.” -John Quincy Adams
An exclusive employee experience depends on a leadership development program and a personal growth plan for employees. Optimal communication contributes to generating an organizational culture with fidelity, ownership, and sense of belonging to the company by its human talent, who feels motivated and valued by having clear and defined occupational and company values, that will help them function more productively as well as be well equipped and prepared to overcome any workplace challenges. The most important aspect of establishing a healthy workplace environment is communication. Communication hindrances lead to misconceptions thus, resulting in the poor overall performance of an organization.
Leaders need to speak with authority to communicate effectively. The authority produces credibility and trust among their direct reports and team members.
The best leaders know that communication needs to be effective; it must be sincere. Either stating good or bad news, honesty should be the basis of internal communication in any organization. Always speaking with the truth generates trust and loyalty on the part of the collaborators towards the company.
Leaders must be able to speak with the group and with the employees individually with the same effectiveness and clarity. The key is to know in which situation a group meeting is necessary and when a one-on-one session with an employee is required. In both cases, trust should be transmitted, and the speakers should listen carefully.
Communication isa two-way process; one must speak clearly, but it is also necessary to listen to the other person. Taking the time necessary to listen to the concerns of the employees and focus on what they are saying is key to establishing trust when entering a conversation to define the appropriate solution(s) for all those with skin in the game.
Leaders often assume that the message they delivered was received clearly by their employees. However,it’s often just the opposite. Therefore, it is always a good practice to ensure the information being conveyed is clear, simple, and direct – even prior to or after delivering the message, sending out an outlined agenda via email helps as well as promotes a sense of accountability on behalf of the recipients. Otherwise,you may find yourself feeling as though you would have been better off standing in front of a mirror talking to yourself.
Effective leaders who make mistakes both acknowledge and admit them to another cohort or staff members to discuss and find quick and effective solutions. In communication you cannot waste your time; looking for blame is not an alternative; you need to act to fix it and learn how to avoid making the same mistake again in the future.
Leaders who want to cultivate the best communication skills do not waste time and are up to date with any gossip or conflict within their organization(s), are responsive to dispel rumors in the company, share the good news and bad news at the right time. And they constantly talk with their team so that they do not go in the wrong direction; they ask for and give feedback to strengthen the company's culture.