Why your organization needs a culture champion
Over the last four years, I’ve been fortunate to deliver leadership development and training programs within many organizations. These engagements can last anywhere from a single workshop to months and years. While there is consistency in the process, the content and output are different because the companies, and its people, are different.
When I think about the companies that have partnered with us, they also vary -- from industry to company size to organizational structure. But there is a common theme I’ve noticed with all of them: companies that invest in development have a leader who makes it possible; one person that spearheads the effort from start to finish - a culture champion.
Every company has people, products (services), and processes. And it’s important to understand where resources, especially time, are allocated.
Many companies have a clear vision for what their product/service will look like. But sometimes the vision around processes and people are less defined. This creates a gap and a big opportunity because it’s people and teams that make the product and processes come to fruition.
And that’s where the culture champion is a change-maker. This is the person I most often connect with to bring leadership development to life. This is the leader who explores the various options available, from intensive, customized programs, to coaching, or even sending team members to other development programs.
And in my experience, there are two characteristics of this culture champion:
The champion has influence. The champion has the authority to make decisions and allocate resources to the effort.
The champion has a mindset of “investment.” She takes a long-term perspective of growth and development, and has a vision for people.
You can plan all the cultural initiatives you want, but without vision, buy-in, and support from the top down, they will be less effective. The champion sets a direction, instills alignment, and garners support throughout the organization. Then she reinforces the behavior and day-to-day activities. The culture of investment and development.
Even without these two characteristics, you can still be a champion and influence the culture no matter where you might be in your organization. Here is what I mean:
Be a culture champion for yourself: Seek out opportunities to learn, find a mentor, focus on your own development and invest in yourself.
Be a culture champion for your team: If you don’t have the authority to bring an institutional change, influence the culture on your team through your own skill and your own behavior; lead by example.
Be a culture champion for the individual members of your team: Coach them, be available, mentor, create a plan, help them understand and set their own goals, hold them accountable.
We all have a role to play when it comes to building an effective culture. And when we have a culture champion, the probability of success increases. But wherever you are, in both your company and role, I encourage you to think about the how you can influence the culture of your company, yourself, and/or your team.
Every intentional effort will make a difference!