The CEO of a startup company struggled to make sweeping culture changes in his fledgling organization. His leadership team had been recruited from other organizations, most of which had cultures counter to his vision. They were largely hierarchical in structure and exhibited strong prejudices based on age, sex, religion, and ethnic origin.
He envisioned a company where servant leadership was the rule, not the exception. Individuals would be treated, not based on their production ability, but according to their intrinsic value as human beings. The elderly would be valued for their experience and wisdom, the young for their energy and pure hearts.
One day, while meeting with a large group at a local cultural landmark, two small children were brought to him by a mother hoping for a job in this new company. His leadership team, impatient with the boisterous children, were embarrassed when their CEO bent down and lifted them up, instantly engaging them in conversation. Two of them moved to take the children away so that more important conversations could occur.
But Jesus was irate and let them know it:
“Don’t push these children away. Don’t ever get between them and me.
These children are at the very center of life in the kingdom.”
-Mark 10:14 (The Message version).
Does your company talk about culture? Is there content on the intranet site that promotes values and principles that define the culture? Do you see actions, words, decisions made every day that provide evidence of the company’s culture? Some define culture as “the way we do things around here”. If you are a leader, how would your front-line team members describe the culture you define, not by what you post or email, but by your actions, words, and decisions?
In my opinion, the part of your culture that determines interactions with people is one of the most important. Would you say that those interactions often exhibit autocratic behavior and inflexibility? Do they show evidence of viewing a team member as a commodity that can and will be replaced on a whim? Or do those interactions show collaborative efforts designed to benefit all. Do they judge actions based on intent and principle, and viewing team members as valuable and precious human beings? Are those team members worth the effort to be redemptive when things go wrong rather than punitive? Is it your desire to support them in doing their best every day?
Lots of questions, I know. However, the answers to these questions have much to do with the long term success of your company or department and the excellence with which it serves the community. Whether it’s a frightened phlebotomist two weeks out of school or a struggling supervisor that needs some encouragement and redirection, the culture you display will determine, not only their immediate performance, but also their long-term retention as team members. Choose wisely!
