Are you too busy to read this – then I’ll be brief. Actually, if you’re too busy to read a quick article then I wonder what else you are skipping over in your daily round. Emails, letters, conversations; do you give them all their just weight or do you simply not have time. In fact, if you don’t have time then what else are you doing, how is your day structured, what demands are being made of you?
More importantly, if your organisational culture is such that you are forced to choose between different action points then isn’t it time you did something about the culture? To be quite honest, it doesn’t really matter here what level you sit at in the organisation. Organisational culture is born out of the actions and interactions of everyone and everyone has a part to play in building a strong culture which will benefit the business, people, its customers and third parties.
So even if you have a relatively junior role within a department, if the demands which are being placed on you are unrealistic then perhaps it’s time you spoke out. I appreciate that’s not easy; when ‘everyone’s doing it’ then standing up against the tide takes courage and determination. But if you don’t speak out then who will; and if you do speak out then you may well find that others will follow.
But my real message here is to organisational leaders because although culture is in everyone’s hands, it is the executive team and departmental leaders who not only should be acting when things go awry; they should be acting to ensure that everyone can do their jobs to the best of their abilities. And that means operating a culture of care in which people do have time to read, to listen, to discuss and to develop.
If you’ve got to the stage at which you have a high staff turnover, low levels of employee engagement and morale, and mistakes are creeping into the system then it’s more than time for you to undertake a cultural audit with a view towards culture change. If you’ve got to the stage at which you simply haven’t got time to read everything which passes across your desk, let alone action it then the time for culture change is well overdue.
Of course, it could be that you are so busy simply because you try and do too much yourself. In that case, whilst the organisation could probably still do with a cultural overhaul, you need to start with an overhaul of your own leadership style. Trust, delegation and empowerment are as an intrinsic part of leadership as is developing vision and organisational strategy. And if you need a reason to change, then remember that people who are too busy are more likely to make mistakes and misjudgements, to the eventual cost of the organisation.
Were you too busy to read this? If you were then hopefully this article may just be the catalyst you need to create change.