There’s a common saying out there that “culture eats strategy” for breakfast (or lunch). The idea being that company culture drives the way strategies are created. Totally makes sense.
What I struggle with is where leadership fits into this conversation. On one hand, the company’s leadership helps shape organizational culture. On the other hand, culture supports and develops leaders.
If leadership comes first, and leaders create the culture, is it okay when new leaders arrive and change the culture? For example, when Tim Cook became CEO of Apple after Steve Jobs passed away, the culture changed. I’m not here to argue whether the Apple culture was or is good, the point is…the culture changed.
Conversely, company cultures drive things like talent strategy. I’ve worked for organizations where developing and promoting employees from within was a top priority. And I’ve worked in other places, where hiring the best talent from outside was more important. So, culture has a direct impact on where leaders come from and how they connect to the company.
I don’t know that I have answers on this one. But I would love to hear what you think. Tell us in this completely unscientific one-question poll: what comes first – leadership or culture?
Thanks for taking the time to do this. I’ll share the results in a couple of weeks.
Organizations that are focused on building engaged workforces are looking at both their culture and their leadership. And it makes sense that these two things are very inter-related. But for those companies that have to choose between the two, which one do you focus on? If we had to choose between culture or strategy, the quote above would say focus on culture.
Many organizations are focused on hiring, engaging, and retaining talent. But they don’t have unlimited budgets and resources. I’m sure there are companies right now trying to figure out where they would get the most bang for the buck – develop leaders or invest in culture. What should we tell them?
Image captured by Sharlyn Lauby on the University of Miami campus in Miami, FL
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Harold Ingmire says
History shows that Leadership always drives culture. While a company culture will help develop future leaders in a certain mold, almost every “leader” worth their salt will change the culture of the unit in which they are in charge to meet the strategy thy want to develop. I have worked for companies that changed leadership frequently and the culture within those units was always affected. I have also worked for companies that have had key leadership position that have not changed for 20 – 40 years, and cultural changes happen very slowly, and managers at lower levels are really handcuffed to make any changes in the culture. Compare the Briish Army regimental system (units may have the same leadership and rank for many years) to the US Army, where leadership positions change every 1-2 years, and with every change of command the culture changes dramatically in that unit. in the former, individuals develop strong affiliation with their leaders, and in the latter strong affiliation to the Army and not necessarily the leader (you salute the Rank and not the Man).
Sharlyn Lauby says
Thanks for weighing in Harold!
Nikhila says
A culture without good leadership and a leader without cultural ethics are nothing but a ship without captain and direction. Culture defines and sets the moral values of leadership to the leaders. And change of these values for betterment is always welcomed by leaders. That’s the quality of leadership. Both are equally important and necessary for an organization. I say, they go hand in hand.
Apologize and correct me if my thoughts are off the track.
Thanks,
Nikhila
Fred Budd says
If leadership is the Captain and Culture is the Ship, Values is the rudder. To me the baseline ingredient in effective leadership and a healthy culture are the values that are cherished by the leaders. The culture or any community is just a reflection of the common values held by its members. We see this in our own culture today as many behaviors/beliefs once considered important are now not important – this is not a judgement just an observation. Therefore, to have a healthy culture you need leaders that live by and are not afraid to execute by a core common set of values that overtime will manifest itself in the culture. Conversely, leaders that talk of the importance of values but behave by something less or allow something less are subversive and detrimental to the larger organization. Regardless, the culture will not change until the leaders change. If leaders behave with values such as Dignity, Respect, Trust, Transparency, Accountability, Ethics a culture that reflects those values will not be far behind.
Johnnys Torres says
What a great Article, I think that the culture of every company can be improved, and the arrival of a new leader that comes with new ideas is great, with a good leadership and good plan to execute, the culture will get better.