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Why ping pong tables and nap pods are not your answer to a great culture?

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When we try to surf the internet about organizational culture, we only need to come to one conclusion. Organizational culture can never be a one-size-fits-all scheme. The idea that a defective organizational culture can be addressed by adopting those of others should stop. No two businesses are exactly the same. There are various industries that provide different kinds of products and services. And of course, there is a huge difference in the people that work in those businesses.  So placing ping pong tables and nap pods wouldn’t work out to promote culture in most organizations.

The 36th episode of The Root of All Business is all about this. Our guest Adam Sinkus, looked deeper into Why Ping-Pong tables and nap pods are not your answer to a great culture. His background in the BPO industry led him to believe that culture comes from a leadership standpoint instead of it coming from the front lines. He was able to develop the ACES model in developing a culture-driven leadership.

Aside from the ACES model, there are also three important things that must be taken into account in order to be a culture-driven leader.

“We’re having that conversation enough that leadership and culture is really one thing that we need to address in totality.”

Leadership and culture is directly related to each other.

You might think that organizational culture and leadership are two different things. But you’re wrong. Culture is the manifestation of leadership. Let’s start to shed light on this by understanding culture first. The nature of culture is organic. It is the accumulation of principles, habits, customs and other nuances. It is the way of doing things in the organization. Leadership on the other hand is the action of leading a group of people. Leaders are those who will decide what to do and what not to do. In doing this, you can see that culture and leadership are not two separate things.

“It’s all about the perception that they create.

Leaders take the wheel.

The dependency of culture on leadership emphasizes the role that leaders have to play. This solidifies the active role of being the drivers of culture. Every decision they’ve approved becomes part of the culture of that organization. In that sense, leaders dictate what the culture will be. Therefore, caution and careful deliberation should be done by the leader when making decisions. The role of the leader can be illustrated like this. Every time we get in the backseat of a car, we give our ultimate trust on who’s sitting on the wheel and hoping that they won’t lead us to our deaths. In this scenario, the leader is the driver, and the person in the back is whoever it is they’re leading. This illustration gives a clearer image of how easy it is for leaders to turn into tyrants.

Communication is Key for culture-driven leaders.

To ensure a culture that is healthy for those you are leading, you must know what’s on their mind. Gaining perspective on the situation of your front-liners will help create an inclusive culture . Showing your employees that the work they do is important in the success of your company will lower turnover rates. It is important to know what are the goals of every individual so that you can translate it to the company’s objectives. It is also through these conversations that you will be able to identify those who have the makings of a leader. 

Conclusion

Creating a good culture in your organization will take time. It’s never going to be as easy as installing just a few “improvements” around the office. In order to change your organizational culture for the better, you must dig deep to identify if there is something to improve on. A great place to start with is leadership. Check whether your current leadership style is a culture-driven one or if you need to improve on it.

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