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The HR Brand is a key influencer in Leadership Cultural Transformation

Updated: Aug 14, 2023



Today, the single most important factor that influences organizational culture revolves around leadership and their behaviors, values, and actions. HR professionals can leverage this to drive positive change.


HR professionals are the key influencers for business leaders. They can provide key ingredients to support cultural expectations in building and incorporating programs to build and foster both the internal and external Brand. Yet, there are a few obstacles to overcome with cultural transformation. In my experience, I have seen resistance to change, a lack of leadership support, entrenched behaviors, and organizational silos. Here are some insights and thoughts I have found to be important.


The Leadership Brand is becoming more critical to the success of cultural transformation and requires a multi-faceted approach in the business in the areas of attracting, retaining, and engaging talent. Our business leaders are front-facing and can foster building a strong employer brand in the areas of recruitment, talent development, work-life balance, compensation and benefits, and prioritizing diversity and inclusion. By prioritizing these factors, organizations can attract, retain, and engage top talent and position the company for long-term success in the global talent market.


My recommendation as a first foundational step for the HR group is to ensure all people leaders who represent the company are provided leadership development programs along with coaching to help integrate the desired behavioral traits that align with the desired culture. Why is it so important for leaders to develop an understanding of their own behaviors and work collaboratively as a team?


Self-awareness and personal growth: When leaders understand how their behavior impacts others, they can actively work on improving their communication, decision-making, and leadership styles.


Building trust and rapport: When leaders are aware of their behaviors, they can align their actions with their words, thus building trust and demonstrating consistency and transparency. This fosters a positive work environment where team members feel comfortable expressing themselves and collaborating openly, leading to stronger relationships and higher levels of trust within the team.


Effective communication: Leaders who understand their own behaviors are more likely to communicate effectively and can tailor their communication style to the needs of their team members, adapting their approach based on individual preferences and working styles. Effective communication promotes understanding, reduces conflicts, and enhances overall team performance.


Conflict resolution: Conflict is inevitable in any team or organization. However, leaders who understand their own behaviors and those of their team members are better equipped to navigate and resolve conflicts effectively. They can identify the root causes of conflicts, manage emotions, and facilitate productive discussions to reach mutually beneficial solutions.


Leveraging diversity: In today's diverse workplaces, understanding one's own behaviors and working collaboratively as a team allows leaders to leverage the unique strengths and perspectives of team members. By recognizing and valuing diversity, leaders can create an inclusive environment where everyone feels valued and contributes to their full potential. This not only enhances creativity and innovation but also drives better decision-making.


Setting a positive example: Leaders serve as role models for their teams. When leaders actively engage in self-reflection and demonstrate a commitment to personal growth, they inspire their team members to do the same. By fostering a culture of continuous learning and self-improvement, leaders contribute to the development of a high-performing and motivated team.

1. Gallup found high employee engagement outperforms those with low engagement by 21% in profitability. A positive culture contributes to higher engagement levels, leading to increased productivity, lower turnover, and better business outcomes.

2. Deloitte found that 94% of executives and 88% of employees believe a distinct workplace culture is crucial to business success. A positive culture acts as a magnet for top talent, enhances recruitment efforts, and improves employee retention rates.

3. The Boston Consulting Group (BCG) found that companies with innovative cultures reported a 200% higher revenue growth compared to their peers. A positive culture encourages creativity, risk-taking, and open communication, all crucial for innovation and adaptability in a rapidly changing business environment.

The HRRX provides a new approach in Cultural Transformation to help Build the Leadership Brand. When our clients asked us to design a people leader program that has a lasting impact, we asked ourselves, "What would it take to address development and teamwork simultaneously?”


After listening to leaders, conducting interviews, gathering themes from our collected data, we found a connection for teamwork that starts at the individual level of how we show up each day! Traditional standalone training programs prioritize information delivery whereas; our collaborative multi-focused approach provides individual self-reflection, peer-peer insights, and team development through both learning and coaching ensuring practice and continuous feedback. The Bottom- & Top-Line Results are amazing!


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