Be An Example Of Change - Aisling Executive Coaching Ltd.

Before you spin up surveys, consultants, and new initiatives in your organization to transform the culture, each senior leader needs to ask themselves one question: Is it me?

If more than a couple answer “No”—explicitly or implicitly—the only cultural initiative an organization should launch is one of reflection and honest dialogue for the senior team.

Senior leaders distancing themselves from the culture signals a lot of things, most of which aren’t good: An accountability problem. An ownership problem. A self-awareness problem.

Leaders have, most likely, been successful by the only metric that typically matters: getting stuff done. Leaders are running fast, and their pace blinds them to the shrapnel left in their wake or the neglect caused by their inattention. Or, perhaps, they are responsible for too much. Leaders may lack self-awareness.

What can a leader do then?

Slow down….to go fast. Literally—walk slower, notice things, say hello. Consider how people react to you. And, slow down figuratively: Allow space for thought before reaction occurs. It serves as a reminder of the importance to slow down, zoom out, and constantly reassess your surroundings.

Be among your people. There is no substitute for time together with employees. Will it be awkward at first when you sit down at lunch, join a meeting, or take a lap on a floor you don’t typically visit? Sure.

Ask for honest feedback. If it is all glowing, you’ve got a problem. People don’t feel safe being honest with you. If people provide less-than-ideal feedback, say “Thank you.” Then, when the sting wears off, validate with people you trust (if necessary) and ask for help to change.

The mirror of leadership is at times a tough one to look into but doing so is one of the most important ways a leader can make a difference for your organization. How great to turn the possible dread of “Is it me?” into the challenge of “It is me”—and be an example of change.