A few days ago, I read a post on LinkedIn about a positive work culture. The text presented excellent counterpoints between what appears to be a positive work culture, often with shallow effects, and what this culture should truly entail.
However, what caught my attention the most was that the post was directed at candidates. Yes, it began with ‘Dear candidate.’ I find it unfair to burden candidates with the task of assessing whether the company they’re applying to has a positive work culture or not. In a moment often characterized by vulnerability, it becomes challenging to make this assessment confidently.
The responsibility to have a positive culture, one that recognizes employees as normal adults, lies within the company and, consequently, its leaders. Those of us in management positions have an obligation to practice humane leadership, even if it deviates from the norm in the company we operate in. If we carry this responsibility with us wherever we go, we can influence those we work with and gradually create a positive movement within the entire company.
I’ve been contemplating this a lot lately, especially after conversations with friends who were part of my teams in my ‘past lives.’ I’m pleased to know that I positively influenced their careers, and they fondly remember that time.
My management journey wasn’t always smooth. I’ve had excellent leaders and also very poor ones, the kind I vowed never to tolerate again. Through all my years of work experience, I’ve learned that leading with empathy, respect, and authenticity is not only effective but also creates a work environment that inspires and flourishes.
I discovered that truly understanding individual needs and aspirations is the foundation of powerful leadership. Empathy is not just a quality; it’s essential. By prioritizing the well-being and development of team members, we not only create happier teams but also drive performance and goal achievement. Yet, it’s not enough to be empathetic; being genuine and transparent as a leader builds lasting trust. When we are authentic, we create room for a culture of trust that inspires collaboration, calculated risk-taking, and experimentation and promotes innovative solutions.
The benefits of this humane leadership are evident to me. By prioritizing genuine engagement and recognizing individual contributions, I experience a level of engagement beyond expectations. Encouraging an innovative, creative culture with diverse thinking and no fear of mistakes, I receive exceptional innovation and collaboration in return, resulting in consistent and quality deliveries. By paying proper attention to the well-being of each team member, I have a more resilient team capable of facing challenges with positivity.
I’m not a management guru, but I strive to lead my team positively, bringing benefits to the company and creating a work culture where they feel valued and satisfied to be there.
Now, I want to hear from you! How do you assess the work culture in your current or past company? Let’s build an inspiring community and share our experiences. Connect with me on LinkedIn to continue this conversation: https://www.linkedin.com/in/gabichaytor/.
