Ten ways that leaders can sabotage organizational culture

 

Leaders can inadvertently sabotage the culture they desire to create in their team or organization with behaviors that may seem insignificant to them but are very significant to those they lead. They are careless behaviors that leaders that demotivate those they lead because they send a message that their team is not valued or important.

One: Blowing off meetings, showing up late, or coming unprepared for scheduled meetings. I once worked with a colleague who regularly did not show up for scheduled meetings or, if he did, would come in 15 to 30 minutes late. This message was that I was not valued and my time was unimportant. I am sure my colleague thought nothing of it, after all, he valued flexibility but it became so common that the staff just expected that he may not show up. It was aggravating, to say the least. 

Healthy leaders value others' time, show up on time, and are fully present for the meeting at hand. 

Two: Telling people what to do rather than engaging in dialogue to understand the perspectives and ideas of staff. Leaders who simply tell staff what to do create a culture where staff are devalued and their wisdom left on the table. In these cultures, the only voice that really counts is the leader. Eventually, the best people leave the organization rather than work in an environment where their expertise is not valued.

Healthy leaders don't assume they have the answers; rather than telling, they dialogue to understand staff thinking and perspectives and devise better solutions.  

Three: When things go wrong, blame people rather than ask if some processes or systems could be fixed to prevent such failures. Blame is a terrible motivator. It assumes the worst motives when poor motives are rarely the reason for failure. In most cases, underlying issues explain why things go wrong, and failure can be a learning opportunity rather than a blaming opportunity.

Healthy leaders know that things will not always go well. Rather than blaming others, they seek to fix the underlying issue so that the "disconnect" does not happen again.

Four: Not taking the time to listen and ask good questions. Leaders often lack valuable information because they don't ask questions or take the time to listen, which means they assume they know what they need to know. This is not only a faulty notion, but it is also disempowering to staff who have insight that a leader does not have and desire that their voice be heard for the betterment of the organization.

Healthy leaders know many things they don't know, so they intentionally ask many questions and listen well. 

Five: Being quick to criticize and slow to encourage and lift up. Critical leaders create cultures that are fear-based rather than grace-based. Fear-based cultures do not breed healthy dialogue and the necessary give-and-take of ideas. There are often reasons that people have done something that a leader is unaware of unless he/she first asks questions and enters into a conversation. Leaders who criticize carefully and lift up regularly create a healthier culture than those who do the opposite.

Healthy leaders are slow to criticize and quick to encourage and enter into constructive conversation.

Six: Changing one's mind after the work has been completed by staff. I have watched senior leaders give an assignment to staff to work on a particular program, and then when they present the plan, the leader dismisses it because he/she now has a better idea. In one case, the work had taken the better part of a year. This was not because their work was not good but because the leader simply had a new and better idea. This kind of behavior is very demotivating to staff and indicates that the leader did not give good direction on the front end, did not stay engaged along the way, and was willing to dismiss the work out of hand at the end. Leaders who change direction frequently create chaos rather than stability.

Healthy leaders give good direction, stay engaged, and don't quickly change their minds for the "flavor of the month."

Seven: Micromanaging. Micromanagement is the failure to delegate responsibility and authority around a task or project and instead inserting oneself to check up, change, modify, or redo work that is in progress or that has been done. It screams, "I don't trust you to do this right," and often, "I want you to do this my way." So, it is about a lack of trust and needing to do things the leader's way. It is profoundly disempowering behavior.

Healthy leaders set boundaries and empower good people to do their work without undue interference. They don't insist that the work be done the way they might and are very careful about interfering in the process. 

Eight: Lack of appreciation. Leaders have a gift that many others don't have. They have staff available to help them do what needs to be done. They can delegate and get all the help they need. However, the key to healthy staff is to treat them with respect, dignity, and appreciation. When staff feel used, leaders lose coinage—a lot of it. Lack of appreciation creates a feeling among staff that they are being used, which creates cynicism toward leadership.

Healthy leaders never take staff for granted. They show their appreciation in their words, attitudes, and acts of kindness toward those on their teams. Their staff know that their leader is deeply appreciative of their efforts.

Nine: Narcissistic tendencies. To put this one in perspective, each of the behaviors listed above are, in fact, narcissistic behaviors. They are about me: What I want and choose to do rather than how I can best serve the mission and the staff of the organization I lead. Narcissism is the antithesis of servant leadership. Our leadership is not about me but about those we lead and the mission we steward. All leaders have narcissistic tendencies. That is part of the human condition. The question is whether we recognize those tendencies, work to counter them, and manage our shadow side. Narcissistic behaviors include wanting our own way, lack of collaboration and listening to others, treating others poorly, lack of accountability, believing too highly in ourselves, taking credit for success and blaming others for failure and the list could go on. 

Healthy leaders recognize and counterbalance their narcissistic tendencies with a servant-like attitude toward their staff. They also allow trusted colleagues to talk with them when those tendencies show themselves.

Ten: Lack of genuine relationships. A key ingredient to a healthy culture is getting to know those who report to us. Without an authentic relationship, staff will likely not be candid with us. Relationships mean that we take the time to get to know our staff. We ask them questions, learn about their situations, and relate to them as fellow human beings rather than simply staff.

Healthy leaders get to know their staff and create trust and understanding.

A healthy organizational culture is fostered in the little and the big things. The culture will rarely rise above the practices of the head of the organization or the head of the team you lead. Take your assignment seriously, and don't sabotage the culture by unhealthy practices. As a Master Certified Coach in Intelligent Leadership I can help you improve the culture in your organization. You can contact me at tjaddington@gmail.com.

Organizational culture is often a matter of the small decisions we make not just the large ones

Too often, we overlook the fact that every decision we make that affects others in an organization says something about our culture. Here are two recent examples.

My wife and I were recently in a local TJ Maxx in Manchnessy Park, where my wife loves to hunt for bargains. We found a few but then stood in the checkout line for an interminable amount of time, waiting to pay. Ten people were in the line when I got to the sole cashier. The crazy thing was that the store manager was up in the front, fiddling with cleaning up some items and ignoring the growing line. 

What did this say about the store culture? It clearly said that regardless of the company's value statement, the customer did not come first at this store. The fact that the manager could ignore the customers sent a strong message to those of us who were in the line and the rest of the staff that there was no need to be customer-centric. After all, the leader of this store certainly was not. It was all I could do not to say something as I watched the manager ignore his customers.

My wife works for one of the upscale care facilities here in Rockford, IL. I often get a glimpse at their culture through the stories she brings home. The dining facility has been practicing making food available to the staff, who help the residents eat at no charge or a nominal charge. Every day, the leftovers are thrown away (yes, you heard that right), so if there is food left, the restaurant staff will gift it to the staff who have been helping. 

No longer. Now, it is forbidden to give or receive free food, and the price of food has gone up for staff. And they continue to throw the leftovers away. 

The residents who eat there are aware of the new rules and wonder why the administration would do this when the uneaten food is discarded. The staff are all wondering the same thing. But here is the thing. This decision sends a clear message to the staff that they are not valued by the management. The management obviously wants additional income - by charging the staff more - and the net result is that staff no longer buy the food and cannot receive leftovers at no charge. One staff member was reprimanded for accepting food in front of the diners (residents) and staff who were there. And, of course, the leftovers are thrown away daily!

Every organization should ask this question when making decisions that impact their constituency: "How does this decision or my action reflect the culture we want to build here?" Or, "What message are we sending when we make this decision?"

When the store manager ignores the growing line of customers who want to purchase his products, he sends a message about the store's culture. I don't intend to go back! It was such a blatant statement that I was not valued there that I took note and said I would take my business elsewhere. 

When my wife's employer forbade staff from giving food destined for the trash to employees and then hiked the official price they were to pay, what did that communicate to staff and residents? Both groups walked away with a message about the culture that I don't think the management intended to send, but they sent it because they did not think through the implications of their decision. Those implications were lost on the decision-makers rather than on their constituents. 

Every day, leaders in organizations make decisions that impact their constituents. Unfortunately, they often don't consider those decisions in terms of culture and the message they are sending. Our well-written statements are frequently not reflected in our decisions, and our constituents read our actions far more than they read our finely-tuned value statements. In fact, our written statements about culture and values are meaningless when our actions contradict what those statements actually say.

When you should not write new policies

In my experience, organizations often have too many policies and policies that reflect a general distrust of staff. It is always interesting to read the policies of organizations I am helping because they usually give me insight into their past problems (solved, of course, by a new policy) and the general level of trust and empowerment in the organization, which is often low.

Here is something to remember. Policies reflect an organization's culture but do not necessarily create culture. People create culture, and policies reflect whatever culture is created. While policies are obligatory for any organization, how and why they are written sends a message to staff.

Policies should keep your organization legal, fair, safe, and clear on important issues. They are the non-negotiables that keep your organization in safe waters. They reflect the principles by which a healthy organization operates to keep it legal and fair with clarity. Policies are necessary to clarify expectations for everyone. However, not all policies are helpful, and they tend to proliferate if one is not careful. 

Here are some reasons not to write new policies.

One: Someone has done something dumb (It happens)! The answer is not to write a new policy but to deal with the individual who has crossed a line. It is unfair to other staff to establish policies based on one individual's bad choices. No policy can keep people from doing dumb things. Deal with the individual rather than write a new policy. The reason we often write policies when someone crosses a line is that we are not willing to have a difficult conversation with the one involved. And rather than a difficult conversation, we end up disempowering all staff. 

Two: You want to deal with an issue of organizational culture. Organizational culture is usually a matter of leadership rather than of policy. I can create a culture that avoids gossip, but I cannot write a policy to do the same. Some issues are issues of leadership and modeling rather than of policy. 

Three: You need to control what people do and do not do. If we need to control people, we are either poor leaders or have hired the wrong staff. Mostly, it is the former rather than the latter. The longer a policy manual, the more there is usually a desire to control rather than empower. And, in general, the longer a policy manual, the less empowerment an organization gives its staff. 

How do you clarify issues with staff other than writing new policies? Create a dialogue on the issues so they filter down through the organization. This honors your staff. Only write a new policy when necessary. 

Always remember that policies reflect how leaders see their staff. They reflect the culture of leadership within the organization.  It might be instructive for all of us who lead to have an outsider read our policies and give us feedback as to what they see. In one church I consulted with, I suggested that their policies reflected a great distrust of support staff. Reading them through that lens, they agreed with me. They had used policies to do all three of the above-named issues rather than simply spell out their non-negotiables and commitments. 

Policies can reflect a high degree of empowerment and trust of staff. More often, they reflect mistrust and the need to control. Leaders expect staff to trust them but often do not reciprocate with trust to their staff. 

Ten recognizable elements of healthy organizational culture

Organizational culture is not abstract. If it is healthy, it always includes these ten elements. These elements are easily recognizable when present and equally when absent. As you think about the culture in your organization, which of these do you recognize and which are weak or missing?

High clarity around everything that matters. Clarity is the foundation for all healthy cultures. Clarity around who we are, what we are about, where we are going, how we are going to get there, and what our culture must be to reach our preferred future. Clarifying your preferred future is critical because it is the goal that all strategic efforts of the organization must point towards.

Alignment of all staff around that clarity. Without clarity, you cannot have alignment. Once clarity is determined, staffing, programs, plans, and efforts can be aligned to that clarity. Lack of staff alignment is often a symptom of a lack of clarity because, in the absence of clarity, people make up their own clarity, resulting in competing visions rather than a single vision.

Healthy culture throughout the organization. If there are areas of dishealth in the organization, a Culture Audit can uncover them and allow them to be addressed. This is critical to developing a healthier culture as it is the unspoken “elephants” in any organization that sabotages their efforts to become healthier. You cannot have pockets of dishealth that are unaddressed and be a healthy organization.

Contrarian thinking. This is about helping staff think “outside the box” and understand that conventional wisdom is always conventional but not always wisdom. Organizations that desire to leverage themselves for maximum impact encourage innovative thinking and solutions that challenge the way things have been done before. This counterbalances the pitfall of “If you always do what you always did, you always get what you always got” syndrome. This starts with a culture where any issue can be put on the table except for a personal attack or a hidden agenda.  Learning a “nothing to prove, nothing to lose, and nothing to hide” attitude where egos are set aside for the common good of the organization changes everything.

A passion for people. Healthy organizations care about their people. They create environments where people thrive and not simply survive. They invite their staff in as active participants, eliminate silos, politics, and turf wars, and ensure that people are in a lane consistent with their wiring and gifts and have the tools they need to accomplish their work.

Intentionality and high accountability. Both intentionality and accountability are only possible with high clarity. With clarity and a description of the preferred future, there can be intentionality in moving in the direction of that preferred future. This also allows for accountability because there is clarity around the role that each plays. Healthy organizations are deeply intentional in their work and create cultures of high accountability.

Metrics that matter. What is measured is what gets paid attention to. It is critical to measure everything that is important to an organization and to find the right metrics to do so. Both soft and hard metrics are important when it comes to culture, and both should be tracked. If it is important, it should have metrics attached to it.

Scalable systems. Healthy organizations build healthy systems so that they do not need to reinvent the way they do what they do and can build on and strengthen those healthy systems. While people often get blamed when things go wrong, it is often true that it was not a people problem but a system problem that has not been well through. Proper systems allow an organization to grow and scale, while faulty systems hold them back.

Return on mission and vision. This is what all organizations should be about. We exist to create value for our customers and those who work in the organization. Healthy organizations are able to identify their return on mission as well as their return on investment. This can be a huge motivator for those who work with you.

Sustainability over the long term. The goal is to have an organization that is learning, growing, getting better, and achieving its goals over the long term. This is all possible if the previous nine elements are in place.

 Leadership coaching, governance/board training, staff/culture audits, change management, conflict management, establishing clarity, creating healthy cultures, leadership, and organizational consulting. tjaddington@gmail.com

The church stage, staff culture and leadership boardroom: Two of the three are indicators of culture in a church

The church stage on Sunday mornings often does not reflect the true nature of a church's culture. One wishes it always was because the stage is a put-together, friendly presentation of the church's persona. The only issue is that it is often not a true persona of who the church is. When it is, it is a beautiful thing. Sometimes it is not. The stage says this is who we are - please believe us.

The stage is a church at its best in many ways. But, the authentic culture of a church is not found on stage - that can be manufactured just like all the happy families who come in the doors after fighting with one another on the way to church. The true nature of a church's culture is found in the everyday relationships of staff: how they treat one another, speak about one another, support and cooperate with one another, resolve or don't resolve conflict, and the level of politics, silos, and turf wars (per Lencioni) that exist. 

How staff are treated by leaders and how they treat one another tells the story of church culture better than anything else. Healthy cultures have healthy relationships and are full of individuals with healthy EQ. The fruit of the Spirit is evident and easily found. Gossip and backbiting are rare. Conflict is resolved in healthy ways, and there is freedom on staff to speak one's mind, and candid dialogue is encouraged. This is a true sign of a healthy church culture. I don't assume anything from the stage presentation when working with a church. Instead, I press into staff relationships. And I don't rely on the word of the senior leader but instead, ask questions of the staff themselves. 

Staff retention speaks volumes, while a pattern of staff leaving - whether resigning or being let go - says something else. I once asked a church board who had retained me to determine why the senior pastor had just fired two beloved staff members if they had interviewed any of the many staff who had left in the past five years, and they all looked down sheepishly. So, I interviewed them myself and heard a familiar story. On the other hand, where staff stay long and remain engaged in their job with one another and others, you know that there is usually good DNA at work.

I often conduct staff audit interviews with all staff with open-ended questions. Very quickly, common themes emerge that speak to staff culture's health or dishealth. This is valuable information for churches desiring to improve the staff's health.

A third indicator of a healthy or unhealthy culture is the leadership board of a church. I often speak to individuals recruited to serve on a church board who entered that job with optimism and energy, only to be disillusioned by what they found. They often encounter boards that don't speak candidly, allowing elephants to exist in the boardroom that everyone knows are there. Still, it is not OK to talk about them, gloss over issues that ought to be examined and discussed, and a significant lack of clarity about who the church is and where it is headed. The closer you get to the core of leadership, the closer you are to a church's authentic culture. 

There are notable exceptions of healthy boards that operate in healthy ways. This is the exception rather than the rule, however. Boards are not trained in healthy governance, are reticent to address known issues, and are often either passive or ultra-involved depending on the season, with little in between. One thing is usually true: board health often reflects staff health. Where there is dysfunction on staff, there is usually dysfunction on the board, which is why the staff dysfunction is allowed to exist and flourish.

I long for church staff and boards to have the same joy, spiritual presence, and professionalism found on stage each Sunday morning. If that is true in your church, I congratulate you. Often, though, the authentic culture of a congregation is not found on stage. 

The Culture Series: Which of these descriptors describes your organization?

 

Does culture matter in an organization? Contrast the elements of good culture against dysfunctional culture below and ask yourself, which kind of culture do I want to be a part of? Then ask yourself how many elements of healthy culture are true of your organization.

Healthy Culture                                                   Dysfunctional Culture

I am appreciated                                           I feel used

I feel listened to                                            My views are dismissed or marginalized

I have a voice                                                I have no voice

I am empowered                                           I am micromanaged

I can engage in candid dialogue                   Candid dialogue has strict limits

Relationships are collegial                           Relationships are often unhealthy  

My boss knows how to apologize                My boss is always right

Company information is transparent           Company information is tightly controlled

My supervisor dialogues with me               My supervisor tells me

My supervisor shows he/she cares              My supervisor has little knowledge of me

I have input into important decisions          I have no voice in important decisions

My supervisor is patient and gracious        My supervisor is unkind and harsh

The company compensates fairly               The company is stingy in compensation

There is virtually no gossip                        The organization is full of gossip

Healthy teams are the norm                       There are a lot of dysfunctions on teams

There is clarity around our mission           There is ambiguity around our mission

We practice our defined values                 Our defined values are often violated

We have alignment on important things  There is little alignment

Conflict is rare and resolved                      Conflict is the norm and unresolved

Ethics and honesty are high                       Ethics and honesty are slippery

What is growing in your organization's culture?

 

Organizational culture and what it looks like is a critical component of any for-profit or not-for-profit enterprise. And you can be sure that your culture is growing either health or dishealth that will impact your organization. In fact, Culture is never neutral. It either contributes to a healthy organization or creates dysfunction and frustration. With culture, there is no neutral ground. 

Everyone who has worked anywhere has stories about culture. Many of them are unhealthy. The question is, why does dysfunctional culture so often get ignored? Why do leaders not deal with unhealthy aspects of their organization's culture?

Because culture sits in the background as an invisible, silent backdrop, we can simply get used to what it is without asking why or noticing its lack of health. We say about difficult people, "They are just like that," rather than asking why we tolerate their behavior. We get used to and content with what is rather than asking what could be. 

We may even have a level of cynicism about people or situations that frustrate us but assume nothing will ever change. We learn to accept substandard behaviors or lack of excellence and follow through. We are not surprised or bothered by unproductive meetings or unkept promises. We are used to what is. 

This is why there are often deep pockets of dysfunction in organizations, sometimes around one unhealthy individual that doesn't get addressed, yet it infects the whole. These pockets of dysfunction are like a petri dish of bacteria that is growing ugly stuff, but we are so used to it that we hardly notice. 

Sometimes, an organization's dysfunctional culture is so obvious that all see it. In other cases, that dysfunction is like a quiet illness permeating the company. Those pockets of dysfunctional culture create dysfunctional organizations which impact every individual, every team, and everything they do. 

Try a small experiment. Ask your coworkers or staff these three questions:

• If you could change three things about your workplace, what would they be?
• If you were in charge, what would you do differently?
• How would you rate the health of our culture on a scale of one to ten, with one being the lowest and ten being the highest? Why did you pick that number? What would make your score higher?

These questions and their answers are all about the culture and practices of your workplace. Some would object that the questions ignore many good things. That is probably true, but it is not the good things that create issues in an organization. Rather, it is the problematic things! If you focus on dealing with dysfunction and dishealth, along with a set of agreed-upon behaviors and attitudes, the culture of your organization will improve significantly over time. The result will be a more engaged workplace. 

The correlation between Emotional Intelligence and organizational culture

 It is a given that the Emotional Intelligence of an organization is the sum of the EQ of its members. In other words, the organization's EQ reflects the general emotional health of its people. When I ask people about the culture of their workplace, they can quickly identify the positive and the negative aspects of their organization. What they often don't realize is that they are describing the EQ of those who work there. 

In effect, the EQ of the organization (which reflects the EQ of the individuals within the organization) creates the organizational culture. There is a direct correlation between EQ and culture. So, if one is going to change the organizational culture, it becomes necessary to grow the EQ of its members. 

For instance, if one has a culture that is rife with gossip, backstabbing, unhealthy competition, conflict, and people taking credit when they should not or blaming others when they are to blame, one has a dysfunctional culture that reflects poor Emotional Intelligence among its members. The core issue is not the culture but the people who make up that culture and their level of emotional health.

The lower the EQ of the staff, the more dysfunctional the organization is. The higher the EQ of staff, the healthier the organizational culture. And the culture almost always reflects an organization's leadership as people take their cues from leaders.

Because we don't often think of organizational culture as related to the EQ of its members, we become frustrated with our inability to deal with issues in our organizational culture. However, by teaching and coaching in EQ, we can directly impact the culture of the organization in healthy ways. 

One issue that is often ignored is this: The EQ of leaders has a disproportionate impact on the organization as they are the ones who set the standard for behavior. They set the tone for how others are treated, how they serve, and how they lead from a place of humility. 

Some behaviors need to be illegal in an organization because they are antithetical to healthy relationships and interactions. As someone has said, Culture is what we create or allow. In creating a healthy culture, we model good EQ. In disallowing unhealthy behavior, we set a standard for what personal and relational health looks like.

It is instructive to look at your own organization and ask what the corporate EQ quotient is. Are you intentionally creating a healthy culture, or are you allowing things that hurt your culture?

All cultures have positive and negative aspects to them. Take a moment and think about the problematic areas of the culture of your team or organization, and armed with that knowledge, do some teaching and coaching in the requisite areas of EQ that are involved in the problematic areas.

For examples of the signs of good and poor EQ, click here.

Questions to ask your staff - and yourself

 

There is a wealth of information at the fingertips of leaders if they would take the time to ask their staff key questions. They know things you don't know and they can help your organization get better - much better if you and your leaders will take the time to ask key questions - and listen to the answers. Those questions can lead into rich dialogue, suggestions, ideas and insights that can literally change your organization. Here are some of the questions that I ask.

What is your happiness faction on a scale of 1-10 in your job. Follow up and pay close attention: What would make it higher?

If you could change three things about this organization, what would they be?

Are their things that you could be doing that you are not?

Are their any individuals in the organization who you believe are not positioned properly or who create significant issues for others?

What are the things that bring you joy and fill you?

What are the things the deplete you?

Tell me what a perfect day looks like for you?

If you were a consultant to this organization, what suggestions would you make and why?

How would you define the culture of our organization? Follow up: What would you like to change about our culture? Follow up: What are the best pieces of our culture? What are the worst pieces of our culture? Are their any pieces of our culture that you would define as toxic and unhealthy?

Is there something that you have always wanted to talk to a leader about but never had a chance? 

What would be the perfect role for you? How does that role compare to what you do currently? 

If a ministry: What do you think the spiritual temperature of our organization is? What would you recommend to see the spiritual temperature higher? 

What is your greatest joy in working here?

What is your greatest frustration in working here?

If you were advising me, what would you want me to know?

Do you believe that we are a highly empowered organization where people have the freedom to act without permission, or highly controlled where you need to ask permission before acting?

Do we have a culture where we can have honest and gracious conversation or are their issues that we cannot broach?

How innovative and entrepreneurial so you think this organization is? Give examples.

How hungry is your staff?

How hungry is your staff?

Hungry people get things done. They have energy, ideas, are proactive and even impatient. In my experience, there are not enough staffs that have this quality. Over time staff can get comfortable, fit into routines, get stuck in ruts and lose their edge. How hungry is your staff?

How does this happen?

Simply stated: Leaders allow it. They allow staff to fit into their little niche, doing their thing without needing to pay attention to the mission as a whole. They allow silos to develop where each division does its thing. Sometimes they even add too many staff which relieves their teams of having to train volunteers and needing to work hard. Accountability for getting things done lags and there is not a missional impatience to see things happen. Expectations are tailored to the schedules of staff rather than the needs of the organization.

There is a big difference between a hungry staff and a comfortable staff. There is also a big difference in the results. Where does your staff fit on this continuum? 

Lean staffs with a passionately held mission and vision are far hungrier than a bloated staff with a mediocre vision. It is a good reason to staff lean: Hire the very best, pay competitive wages and staff as lean as possible. Anytime we become comfortable we lose our edge.

This is why staff changes are often necessary when an organization needs to be revitalized. New energy is needed as well as new leadership and vision. Otherwise, the inertia of old ways and comfortable paradigms creates a drag that prevents the organization from moving ahead. 

This is also why it is wise for boards to give a new leader significant leeway to make needed changes. It can be painful but is often necessary.

Seven signs of a hungry staff include:

• A compelling vision that cannot be ignored
• A willingness to do anything with anyone to achieve that vision
• A can do attitude that is willing to do whatever it takes with whatever resources it has to move forward
• A highly entrepreneurial, collaborative, fun and idea driven culture
• Leaders who are in the trenches with their teams - doing what needs to be done
• A self starting staff who don't need much management
• Politics virtually don't exist

Think about the vocabulary you use in your workplace - and the implications for your culture

I recently worked with an organization to bring greater health to their staff culture. Every evening the last individual to work the front desk makes a list of all the "mistakes" that were made that day. Thus, the next day staff are confronted with their "mistakes" (it is the vocabulary they have been using) and in our conversations it became apparent that this language was highly demotivating, 

The word mistake conjures up failure and those who made the "mistakes" ended up beating themselves up over it. How would you like to come in every day and start your day reviewing your mistakes. Whether intended or not, those responsible feel like they failed and were being blamed - after all, it was "their mistake."

In the course of our conversation it occurred to me that the language being used was hurting people and the staff culture. I suggested that the word "mistake" is full of negative connotations and that there might be a better way to handle issues that come up. We decided to talk about "best practices" (a positive word that we all aspire to) and ban the word "mistake" (a negative word and charged with the concept of blame.

As I think about places I have worked or organizations I have work with I think of the question "Whose fault was it?" when something went wrong. That very question or phrase is laden with negative connotations. What if we were to ask another question: "What happened here?" That is a neutral question that is not focused on blame but on understanding so that whatever happened won't happen again.

The vocabulary we use can often be negative and demotivating. Try to find positive ways to state the same thing so that we life one another up rather than give people a sense of failure.

Creating an ethos of "One Team" on your church staff

Because staff culture matters a whole lot in any organization, the best leaders create a healthy culture that permeates their whole staff. If you don't create a culture you simply get a default culture which often has dysfunction and toxicity within it. Good leadership not only describes the culture but they constantly talk about it and hold staff accountable to live it out.

Here is an example of a church's stated culture for their staff. Think about how the following pieces of culture add up to a healthy set of practices and therefore a healthy culture.

Consider also how this can create "one team" on your staff!

One Team

It’s all about Jesus

Jesus is the center and all ministries point to Him

Robust dialogue

Any issue can be put on the table except for personal attacks and hidden agendas

Progress requires risk

We boldly risk to accomplish the mission

We practice autopsy without blame

When things go wrong, we determine why without placing blame

We empower and release

Our job is to release others into ministry

Dialogue trumps telling

Before we tell we engage in dialogue

Ego is the enemy

Humility reflects Jesus while ego doesn’t

Volunteers are staff

We treat volunteers as staff

Relationships matter

We choose relationships over expediency

The key to accountability is an open organizational culture

Every leader says they desire a culture of accountability. The proof of their commitment is whether or not they create an open organizational culture. Closed cultures where leaders control information, what can be discussed or are defensive when challenged destroy accountability. Open cultures by definition encourage accountability. 

There is a direct correlation between leaders who create closed cultures and their own ability to violate staff, make questionable decisions, become impervious to input, shut down honest discussion and become domineering in their leadership style. Dysfunctional leaders intuitively or by design can create closed cultures because open cultures allow others to challenge their views or practices. 

Signs of a closed culture:

• There are issues that you know you cannot raise because your leader will become defensive. What this does is shield the leader from criticism or challenge because they keep the discussion from taking place.
• Robust dialogue is discouraged.
• Leadership cannot be challenged.
• Leaders withhold information or share it selectively so that staff never have the full picture of what is going on. The information hub is the leader.
• Often, in a closed culture, those who raise questions or challenge leadership are labeled as dissidents or as uncooperative.
• Financial information is often kept secretive.
• Staff are not empowered to act but need the permission of leadership. 
• There is a high degree of pressure on staff to conform to the party line.

You can see how cultures with the above characteristics shield leaders from accountability. Whenever you limit discussion and dialogue you limit accountability. Closed cultures are unhealthy cultures and usually reflect an unhealthy leader. In contrast to this, consider the signs of an open culture:

• Information is available to all unless by nature it is confidential.
• Finances are transparent.
• Robust dialogue is encouraged: Any issue can be put on the table with the exception of a hidden agenda or a personal attack.
• Leaders are not threatened by questions, ideas, dialogue or differing opinions.
• Key decisions are vetted with stakeholders.
• All staff are treated with dignity and respect. No one gets a pass on treatment of staff that is unprofessional, unkind or disrespectful.
• Staff are encouraged to "think outside the box" in order to better fulfill the mission of the organization.
• Standards of behavior are the same for leaders and staff. 

Open cultures create accountability because questions can be asked, dialogue engaged in and people cannot hide behind a veil of secrecy, control or pressure to keep the party line. The more open the culture the more accountability there is for everyone, not just leaders. Healthy cultures encourage healthy accountability. 

Healthy and accountable cultures are created intentionally. They don't happen by accident.

The culture of your church staff directly impacts the culture of your congregation

How healthy is your church?

One of the leading indicators of that question's answer is the health of your staff culture. The culture of your staff is generally a microcosm of congregational culture, and whether good or bad, will ripple on the rest of the congregation. When I work with congregations who are struggling with significant issues, one of the first things I do is to get a handle on the culture of the staff. It will tell me a great deal.

The best way to understand the staff culture is to do a staff audit. These are 30 to 60-minute individual conversations with all staff with a carefully chosen series of open-ended questions - usually conducted by an independent third party that staff will feel free to open up with. Having completed many of these, I have learned that staff are willing to share honestly about the joys and challenges of working in their environment. The results of such an audit help senior leaders understand where they are doing well and where they could do better.

In this process, you can learn how empowered or controlled staff feel, whether they have what they need to do their jobs, whether there is alignment throughout the team regarding ministry direction if there is clarity around who the church is and where it is going if they are coached intentionally or left to their own devices if there is a collegial or competitive spirit and even the general happiness of staff in their work.

Here are some observations.

• Where staff are not empowered, volunteers in the congregation are not empowered either.
• Where there is openness among the team and the freedom to talk and share honest opinions and ideas, there is generally an open atmosphere in the congregation where people feel free to tell their stories without fear of censure. The opposite is also true. 
• A happy staff usually indicates a happy congregation.
• Leaders who control staff members often try to control people and ministries across the church.
• Where leaders allow unresolved issues to fester on staff, they also tend to allow the same in the congregation. 
• Leaders who don't shepherd and care for their staff often do not do so with the rest of the congregation.
• When there is a culture of grace on the team, you usually find that same culture within the congregation.

Much of staff culture reflects the commitments of the senior leader. The best leaders pay careful attention to the culture they create on their staff, knowing that what they build there will become the culture of the congregation as a whole. Self-absorbed or controlling leaders are more concerned about themselves and the church's image than they are about the health of their staff. The result can be a ministry that looks great on the outside with a significant lack of health on the inside. Many congregations fit that bill. This is true of some of the largest congregations in the country.

Staff turnover reflects dysfunction within the staff environment and its leadership. Healthy churches have low staff turnover and, interestingly, greater retention in the congregation. Where turnover is high, someone needs to pay attention and ask why. There are always reasons. 

The lesson: As it goes on staff, it goes to the congregation. Pay attention to your staff culture. That culture will ripple on the rest of the community in good ways and bad. Problems within the staff culture may also indicate problems in the congregation. Your culture is your brand.