Culture.
Oh, how one word creates such energy! Some leaders lament over their cultures, especially after hearing about the greener grass elsewhere. Other leaders labor under the weight of gurus' comments, such as, "The condition of your culture is something you can't delegate; it's all up to you." And a few may look at their own culture and smile, but they realize that culture constantly changes.
But there's glorious news that the gurus have withheld: You don't have to do this alone! Nor should you try.
Instead, look for culture-contributors to help you. These are the opposite of culture-consumers. Contributors believe culture is an opportunity for leadership and welcome ownership. Consumers, though, believe culture is the responsibility of leadership and wonder when you, the owner, will kick in and create a great culture.
The wisest move for a leader is obvious: find the contributors, tap them as a collaborator, talk about how to work together, fuel their energy, then watch the culture blossom.
Choose carefully, though. Put each potential co-conspirator through these four filters, and anyone who makes it all the way through is the right person(s):
1. Does this person naturally dish out compliments? If so, make sure the person distributes legitimate kudos to many people at all levels, not just to the top leader. The former shows a genuine ability to notice the best in people, the latter shows the person is a suck-up.
2. Does this person help the team celebrate wins? If so, you might have a contributor. On the other hand, if the person works hard, too hard, to avoid credit in an effort to appear humble, use extreme caution. Either the person hides behind false humility or will not possess the mojo to incite revelry. You need more mojo than what you alone bring. (Oh, the gurus didn't mention that?)
3. Does this person identify with the team? If the person talks about people and groups within the organization and consistently uses "you" and "we/they," then he or she has telegraphed a desire to keep distance. From what? Answer: From all the hairballs, hair pulling, and hilarious situations that will arise when dealing with organizational relationships that collectively become "the culture." This person likes to play safe. And he or she won't help change a thing. Contributors don't play safe. With the same innocent determination of a baby learning to walk, the person you want as a collaborator will try, fall, try again, and stop only to rest before trying for however long it takes. That's the person you want. That's the person you want to be, too.
4. Does this person offer solutions to problems? One kind of person will shout out about problems, in a group setting or a one-to-one meeting. When this happens consistently, the person has self-identified as a consumer. It's a low-leadership skill to identify what's wrong. Do you really need another critic or a whiner? Contrast that person with someone who proactively spots an issue, directly addresses what's taking place, and develops solutions, or even resolves issues prior to becoming problems. This can happen at any level. Whenever you spot it, grab hold of that person, and celebrate finding a contributor.
Just as culture won't change overnight, one person can rarely change it working alone. Find fellow contributors. But also keep in mind that organizations must have a mix that includes consumers. In fact, consumers will comprise the majority of the culture. Don't look to them to initiate change, though. Or to turn on the revelry.
That's a job for the contributors.
David Staal, senior editor for Building Church Leaders and a mentor to a second grader, serves as the president of Kids Hope USA, a national non-profit organization that partners local churches with elementary schools to provide mentors for at-risk students. He also chairs the advisory board for a nearby college and served ten years in leadership for a local church. David is the author of Lessons Kids Need to Learn (Zondervan, 2012) and Words Kids Need to Hear (Zondervan, 2008). He lives in Grand Haven, MI, with his wife Becky. His son Scott and daughter Erin attend Valparaiso University.
