In our Leadership Development Series "Real Managers Real Stories", we're diving into the email of a People Ops Leader who is struggling with how to manage the disconnect between what their company states is its culture and the leadership behavior gaps that are creating dissonance across the organization. This email resonates with the experiences of many People Ops Leaders in the workplace who are tasked with the huge undertaking of improve strategic alignment across the organization by addressing the leadership behavior gaps that impact the employee experience.
Hi Rach
I'm struggling as I navigate a critical challenge in my organization. As the leader of People Ops, I'm tasked with fostering a cohesive culture that aligns seamlessly with our strategic vision but there is a huge gap between what we say we have for a culture and the actual behaviors exhibited within our leadership team(s). This inconsistency in leadership behaviors is causing confusion among team members and is causing a massive disconnect around performance expectations.
What should I do? If we don’t address this, we won’t be as effective in achieve our organizational strategy.
Best Regards,
Frustrated People Ops Leader
When it comes to organizational culture, a vital component often goes awry: aligning the envisioned culture with varied leadership behaviors. A discrepancy between culture aspirations and reality can present a considerable challenge for organizations, one that leads to confusion among team members around expectations and ultimately impedes strategic alignment. Let's explore actionable steps that People Ops Leaders can take to address this issue and bridging the gap effectively.
To address the disconnect, start by identifying inconsistencies between the demonstrated behaviors of your leadership and the articulated values of your organizational culture. Conduct assessments, gather feedback, and observe interactions to pinpoint specific areas where the discrepancy exists.
Understanding and articulating the root cause is crucial. Often, this disconnect arises due to a lack of clarity or reinforcement of cultural expectations among leaders. It can also stem from conflicting priorities, varying interpretations of the desired culture, or insufficient support and guidance for leaders to embody these values effectively. Use the assessments that you leveraged in identifying the disconnect, to start articulating your challenges.
Engage an external ally in this journey. Credentialed external partners such as leadership development coaches bring partnership, an impartial perspective, and expertise in behavioral alignment. This partnership should include:
Leveraging an external partners such as a leadership development coach, as a strategic partner, empowers People Ops to design and implement more effective strategies for aligning leadership behaviors with the desired culture.
This journey towards alignment requires commitment, consistency, and a collaborative effort across all levels of leadership. By proactively addressing this disconnect, you pave the way for a more unified, engaged, and purpose-driven organization. Providing leadership development to address this gap is not just an investment in your leaders but an investment in the success and alignment of your entire organization. By fostering a culture where leadership development and coaching are prioritized, you pave the way for a more cohesive and strategically aligned workplace.
If you're seeking guidance in finding the right leadership development programs or coaches tailored to your needs, HELM365 offers comprehensive solutions designed to empower leaders and drive organizational alignment seamlessly.
Remember, effective leadership development and coaching isn't merely a choice; it's a strategic imperative in shaping a culture that reflects and propels your organizational strategy forward.