Every organization, every church, has a culture and the health of that culture is the responsibility of the senior leaders. If it is a healthy culture it is probably because leaders intentionally created it. If it is unhealthy it is probably because leadership has not made it a priority.
Sadly, many leaders do not understand how important the culture of the organization is and the impact it has on their staff and on the mission of the organization. The health of the culture impacts the joy of staff, the cooperation of staff members, longevity, loyalty and the effectiveness in accomplishing the mission.
Great dreams and vision can be subverted by unhealthy cultures. Leaders who do not intentionally create a healthy culture and one that supports their mission ultimately fail the leadership task. In the many consults I have done with churches, non-profits and for-profits there is a significant divide between those with healthy cultures and those with dysfunctional cultures. As an outsider asking questions, staff are very forthcoming with their experience and observations regarding the organization's culture.
When the culture is generally healthy, it is because leaders paid attention to it on a regular basis and their own behaviors reflected that culture. When unhealthy, leaders often deflect the reasons to others, often to staff, forgetting that culture is one of those things that cannot be delegated by leaders to others.
Where there is a healthy culture, staff love to come to work, will give more than they need to and are passionate about accomplishing the mission together. Where the culture is unhealthy the opposite occurs.
If you are a leader, are you paying attention to the culture you are creating? If the answer is yes, can you describe the culture you are want to see in your organization? Would the staff agree with your assessment and have you or a neutral party asked them?
Cultural audits are not hard to do and will tell you a great deal.
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