Successful executive leadership happens in an environment where culture supports initiatives. Culture comprises of the value system, norms, beliefs and the pattern people in an organization carry on practices or business activities which distinguishes them from any other body. Culture is mostly embedded and are self-reinforcing behaviors, beliefs and mindset of people used in reaching performance based actions.
Executive leader’s first responsibility is to define the culture that should regulate their activities. This is because any initiative that has no positive culture support to drive it will be killed by the negative forces against culture development.
To build a performance based culture, executives create a core-value blue print which are a set of beliefs and assumptions used in modeling a standard behavior to create cohesion, identify and drive performance. It becomes the accepted way for transacting business activities in a workplace.
While core values are foundational concepts, the planning and actions that are required to transform aspirations to expectations are built on key performance indices.
It is the responsibility of executive leaders to define and embed the workplace culture in terms of the following
- The attires of their workers both on-site and offsite.
- Safety standards and attitude to safety tool box kits.
- Physical structure branding.
- Language, greetings, symbols and norms.
- Core values of the organization.
- Social ceremonies and rituals.