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Why Do You Need A Leadership Culture?

1.  Culture Eats Vision for lunch by a factor of 10 to 1. Culture is the most powerful factor in any organization – Culture is what you are doing – Vision is where you are going! If you do not get right what you are doing you will never get where you are going. Culture is the visual of the values of the people in an organization. Culture is the sum of the habits of the people. It is what people do on a regular basis. Culture is not what we say so much as it is what we do. We model belief around common convictions.

2. Leadership puts a lid on an organization. If you have enough leaders in your organization you can scale new heights faster than others. Most organizations have a limiting capacitor called “NOT ENOUGH LEADERS!” Everything rises and falls on leadership. You must develop leaders. If you do not have bench depth you will not have band width. There is a shortage of leaders.
3. A characteristic of a leadership is they have depth on their team. you have to create a culture of great leaders that can lead at any time. Over 75% of Chik-fil-A’s staff are under 25 years of age. Four things that are required to build a bench

• Attractive – hire people who are over-qualified
• Recruiting – attract the right people, leadership minded people, successful in others arenas
• Training – You have to be passionate and have training as a non-negotiable item
• Empowerment – if you hire someone that you cannot empower within a reasonable period of time, you do not have a bench player.

If you do not have a surplus of leaders then you are in a short-fall situation

FIRST you must define what leadership is! This is the benchmark. People need to know if they are in the game and in the correct zip code. Once you have forged a definition within your culture then everyone must speak the same language. You cannot build what you cannot articulate!

Six C’s on defining culture from John Maxwell

• Character – It is not something that I talk about, I must be a person of Character
• Clarity – you have to show people what you need. Do not leave them guessing what you want. 5 Minute Manager in which you model your love and appreciation for their service and effort.
• Communication – Keep saying it! Constantly talk about the culture so others can see, hear, and feel what is in your heart. If the team does not hear the vision often they will drift quickly.
• Contribution – Own it! I will own this company – this is on me!
• Consistency – I have to do on a regular basis – daily 5!
• Celebration – Embrace it together and celebrate the victory of everyone moving in the same direction

Culture is a visual of the values of what leaders want others to see. The only thing that limits an organization is the development of leaders.

5 Keys to Build A Leadership Culture – Template

1. Define the leadership culture that you want. Forge a consensus in your organization. There are over 6,000 definitions of leadership in the dictionary. You must define it.

Question #1 – “Do we have a common definition of leadership”

SERVE – JMT (John Maxwell Team)

Serve others

Excellence in all that you do

Responsible and accountable to do what we say

Value – we value our people as individuals as our most important asset. Are you properly valuing your team-mates?

Environment – foster a positive environment within the team

These five concepts compromise leadership culture

2.    Teach it – Ensure that everyone knows that your point of view on leadership is being taught to them verbally and behaviorally. Talent is not enough!

Question #2 – “Do your current and emerging leaders have the skills to deliver on the definition?”

3. Practice it – Do we give people on our team an opportunity to prove themselves? ILL. Spring Training Camp for Baseball

Question #3 – Are we giving ample opportunity for leaders to lead? Are we giving emerging leaders opportunity to lead?

You have to give assignments that people will be stretched and will probably not succeed at. We wear out the heavy hitters and fail to give opportunities for emerging leaders.

4. Measure it – You can get good at developing leaders. A shortage of leaders is every organizations challenge. What gets measured gets done!

Question #4 – “ Do you have a way to evaluate to metrics of your culture?”

How many leaders are ready for the next level in your organization? This question should guide an annual leadership talent review.

5. 5. Model It – People do what people see!

Question #5 – “Do our current leaders model the leadership behaviors of our organization?”

How we learn 89% IS VISUAL – Stanford research.

To many leaders tell the vision, too few leaders show the vision!

6. BONUS – SELL IT – Budget training! Where does your time and money go? You must become passionate about developing people. INVEST!! FREE does not make changes in people and organizations! How great do you want your organization become? How long do you want this organization to exist?

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Music: “Gratitude Mood” by David Arivett. You can learn more about his music by clicking on his name. THANKS DAVID!