There are very few companies that are actively grappling with the question: “How do we lead our employees?” But this is precisely the difference between companies that live up to their full potential and companies that simply let that potential lie fallow while they hang around in mediocrity.
Good leadership is a key motivating factor for employees. Bad leadership is the number one reason employees quit their jobs in Germany. That makes it all the more astounding that the topic of corporate leadership cultures has barely gained a foothold in companies, and that the commitment to leadership is so low in some cases.
Every executive team should make it their goal to establish a strong leadership culture that places high demands on leadership. A strong leadership culture provides a point of orientation, increases motivation, improves trustworthy collaboration between managers and employees, and boosts performance. Many studies have also proven its positive effect on business figures.
These 12 features are the most important components of a successful leadership culture, and they’re questions every executive team should be asking themselves:
- How would we describe our leadership culture?
- Are the leadership roles defined on each level, e.g. are roles and responsibilities clear and understandable to everyone?
- Are leadership values defined, and do managers live these out in a positive way?
- What is the level of leadership skill on the different tiers of management, and how is this level measured?
- How is the targeted development of leadership skill encouraged on all tiers of management?
- How is the executive team perceived internally? As a role model?
- Is digital leadership a fixed part of the leadership culture?
- How is leadership’s performance measured, and what is done to counteract poor performance?
- Where is our hierarchy stopping us from having fast and flexible collaboration?
- Are there goals for leadership roles that are measured regularly?
- Do we have an open culture of feedback?
- How important are status symbols, and are there better ways to make success visible?
Discuss your answers with different management levels. Talk about leadership internally as often as possible. A visible leadership culture is a strong driver for the success of your company. Your employees will thank you.
Yours, Heidi Hofer.
About Heidi Hofer
Heidi Hofer is a consultant for leadership teams who want to make their organization fit for the future. She supports, provides orientation, and develops strategies for a working environment characterized by human-centric leadership, individual development, and meaningful structures. This working environment then serves as the basis for healthy growth, full potential development, and sustainable success. She has profound industry expertise in the areas of tech, e-commerce, and digital.