Stephen H Baum Leadership

My CEO peer advisory group had a discussion recently about corporate culture and the importance of having the CEO have it as a priority time for thought and action. The discussion focused on both defining the scope and listing the influences that shape a culture for good or for bad. The list included:

– culture is largely about expected behaviors under a wide range of circumstances
– expected behaviors include both published and unwritten rules; they are influenced by many factors (partial list):
.. who gets promoted and who does not
.. who gets financially rewarded
.. who is celebrated
…the focus of recurring senior management questions in 1-2-1s
..what and whose “misbehavior” is tolerated
..the language with which we describe key behaviors and key constituents
..the help we give to underperformers and the timeline for remedy
..how we deal with people who can no longer make the grade
..how we on-board people
..what our systems and reports track beyond operating data and financials

An interesting afterthough arose in a separate private discussion which I share for comment. It is thatthe CEO has three jobs. The first is to decide and do those things that only the CEO can do. The second is to lead and direct others to take action consistent with the larger goals and strategies. The third, no less important, is to create the climate in which everyone will act as the CEO wishes they would act. This is the focus of culture.

That’s just my view What’s yours?
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