Leaders can reinforce the organization's values by helping its people grow and develop through goal setting, opportunities, and recognition. Elevate employees through frequent, bidirectional, regular individual comments. When employees maintain an open and ongoing dialogue about their work, their trust in their leader is strengthened. Executives are often confused by culture, because much of it is based on unspoken behaviors, mentalities, and social patterns.
Many leaders let it go unnoticed or relegate it to the Human Resources department, where it becomes a secondary concern for the company. This is a mistake, because a well-managed culture can help them achieve change and create organizations that thrive even in the most difficult times. Leaders have a responsibility to demonstrate the company's beliefs and reinforce behaviors that reflect those values. I know the change you want to see is a powerful motto as CEO.
You know that you have no rest now that you have finally earned your place at the top. In any case, you have to work harder and stay in the trenches to stay relevant, but you must also diversify your efforts and research to innovate and succeed in the future. Discussions about leadership and culture often focus on the relationship between leaders and employees. But another key aspect of culture is how leaders interact with each other and what attitudes and values underpin their work.
The culture of leadership will filter through and will have an enormous influence on the culture of the rest of the organization.