When hiring a new employee, a small organization looks for a person who is a superman, a human with all kinds of skills and qualities.
The problem is, a person possesses a unique set of abilities that can be honed into something more fabulous but may at the time be limited to what s/he already knows. This means disappointment and resentment on the part of the employers. But is it really fair to expect a newbie to know everything?
The major thing that organizations need to accept is that leaders, managers, and administrators are all different classes of employees.
Yes some people might be able to pull off all three roles brilliantly, and some may even learn them, but generally speaking, most will not.
This is the reason why larger conglomerates have started hiring different people for these three different positions in their organizations.
Let’s first take a look at what an organizational culture is and how is it impacted by leadership.
As per the guidelines of expert professionals, organizational culture refers to a set of rules, behaviors, and actions that are followed by any organization or company. They are influenced by both internal and external factors and can lead to the productivity and competence of a workplace and its workforce.
This culture is generally designed by a person or group of people who are at the top of the hierarchy, like the owner, managers, and executives of an establishment.
They are the ones who decide how a place must be run and what laws need to be enforced. What is interesting to note though is that culture does not merely refer to rules and regulations but rather the ethics and belief system which is practiced and expected.
So the question is, what does leadership or administration have to do with it? Pretty much everything.
What the leader does, the crowd follows. Hence whatever the managers and administrators do will automatically be adopted by other employees.
This is why organizational culture is what decides the fate of any organization in the long run. Yes, it is essential that highest levels of morals and executions be embraced because they are going to pave the way to success.
It is necessary to create a culture before it is formed itself. If attention is not paid at the right time, a norm develops, and it is not productive at all.
Everyone decides to do what they see fit which results in working for themselves instead of working together and for the betterment of the company.
If people are not guided to follow some path, they become loners and choose to do what they see best in their interest. Individual values reign and no one cares about the progress of the organization.
This results in failure for all. Nobody succeeds, nothing progresses. If a proper work culture is in place from the very start, employees know which direction they need to follow and what path is appropriate. Working together and in synchrony leads to the establishment of success.
This is where leadership comes into the picture. Until and unless the bosses are willing to follow great work ethics and day to day operations, expecting employees to do so becomes a moot point.
But before getting into the how-to of leadership, it is necessary to understand what leaders need to be. Should they be the manager or the administrator? For most small setups, they are one and same. And this is where mistakes begin to shape.
Management and administration are two separate entities of a workplace and need to be kept thus. Leadership is required in both sectors, but separately.
Here is the difference between the two and how they can improve organizational culture with the right sort of leadership skills.
Management is all about the creation and execution of values and rules.
Administration, on the other hand, is the daily grunt work, processing, and task management that need to be carried out.
Leaders are visionaries and planners. Combining them all together would only create a rut. Leaders can be administrators or managers, but it is best not to make them all three. This is where things get out of hand.
Once administrators are separated from the managers, it becomes easier to train them to lead. They know that they are responsible for one sector and that is the only area they are expected to improve. This way they are more likely to focus on the task at hand, come up with innovative ideas and harmonious work environment that is accepted by the newest to the oldest employee.
If one person is pushed into becoming an administrator as well as a manager, resentment, and fatigue develop. It is too much work, and nothing gets done. What’s worse is that organizational culture starts falling apart.
But how do leaders shape the organizational culture? What is it that they do?
Understand the fact that it is the head of a company/project/field/sector that places the pace of a work environment. If they are not true to their work or follow practices that are harmful, the fate of the company is doomed.
Here are some things leaders, be they administrators or managers, do to improve the organizational culture of any workplace.
The answers are pretty clear. It is essential that roles be divided and adequately defined for leaders to come out and lead the way required.
Administration and management are different, and leaders of the sectors are likewise so. Having them separated will ensure that a culture of success and prosperity reigns in any organizational establishment.
Therefore, before the culture set itself, define boundaries, and let leaders emerge. See how it makes a difference within a short period of time.