Received these questions from a friend of mine, a professor teaching a college course on the “Emotional Health in Organizations” and thought I’d share my answer with all of you who read Talking Story as well:
How does one effectively “lead up” in their organization, if it is still managed like the Industrial Revolution? How does one BEST change the culture from within? Is it REALLY possible”since the key leader always defines the culture of the organization????
Yes, it’s possible, if you are willing to do what it takes.
Life is short, and we all have more options in the best possible living of our lives, options we may not readily see at first glance. This is why great managers are needed, and why the coaching industry thrives: Everyone can use help with seeing all their options.
One question at a time. Order is important, for Cause and Values are the keys.
First of all, keep your eye on your ultimate reward, and not just on the temporary obstacles. Be sure you see that reward clearly, by getting people out of your cross hairs.
When managers ask me variations of these questions, I’ll always ask them to step back far enough to see the big picture view with more clarity first — i.e. See the organization and not the people within it. Step back so you can reassess the values of the organization as Managing with Aloha teaches, and still know you commit to that organization’s cause (mission and vision): Can you fully make the decision to press on because you are sure that’s where you want to be?
Said another way, are you sure you work for the best organization for you, best deserving of your Ho‘ohana service? If so, let’s talk about “what it takes” to effectively “lead up” (more on that in a moment.)
Green Light: When your personal values are a match for the values of the organization, everything is easier (and more fun). Everything becomes more realistic — more probable.
Red Light: Conversely, the greater the mis-match in values, the harder work will become because win-win agreements are increasingly difficult to achieve, and
Yellow Light: Productivity and Progress require working agreements.
The people we work with — the “key leader” and many others — will always loom larger than the organization itself in our day-to-day work. However the truth of the matter, is that worthy organizations, deserving of our own worthwhile efforts to support them, are longer lasting and have more endurance, outliving the people who populate them, no matter their individual stamina or tenacity as a team. For example, Steve Job’s personal influence essentially ended with his death last year, while Apple’s lives on.
If you say, “yes, this is where I have a values match with our organizational cause, and I am determined to stay and work my way through this” let’s move forward and talk story about “leading up.” For then, and only then, we have what’s ‘best’ and what’s ‘really possible.’ We can have positive expectancy, for that’s what value alignment delivers (see Key 3).
The Golden Rule comes to work with us. Always has, always will.
No matter where you sit in an organizational hierarchy, both leading up (inspiring the creation of new energies), and managing up (channeling existing energies and all available resources toward mission and vision) really amount to one thing, and that’s doing your part to make work flow productively for everyone involved, so you can continue to do the best possible version of your own work.
In other words, after you turn the keys above (Value alignment, the Cause of organizational mission and vision), the next key you need brings other people back into the picture with Relationship-building (for teamwork, network partnerships, customer sales etc.) You work to be a great partner, so you have best-functioning partnerships, for life is not a solo proposition.
In our Managing with Aloha vocabulary:
By ‘Leading up’ you inspire your boss and others with your work-relevant and/or cause-relevant ideas, and you ramp things up. (Leading-as-verb creates new energies, and new resources)
When you make work easy for others, they will reciprocate and make it easier for you as they’re able to. Often you’ll have to be the one to help them see how they can help you, for they aren’t living in your shoes, and so a good relationship between you is required, and always will be (thus The Daily 5 Minutes to help). There are centuries of past workplace experience which is testament to the Golden Rule and its ethic of reciprocity, including my own experience in a number of different companies. I’m confident that your work experience illustrates this too.
The Golden Rule works outside the organization as well, in all its connective networks.
“The Law of Reciprocity must be respected to build a sustainable business of any kind. This law postulates that in almost every case people reciprocate, especially when it comes to energy or generosity.”
—Tim Sanders, author of Love is the Killer App and The Likeability Factor
So to be practical, and address your first step in “leading up,” return to your own workplace relationships and improve them in mutually beneficial ways. You don’t have to break rules and make new deals — in fact, you shouldn’t have to if you’re right about that organization being best for you. You just have to work within your present scope of influence in a way that serves others well.
It requires a win-win attitude. Start with what you can do well, and your scope of influence will grow by leaps and bounds. Best of all, it will grow in a way that’s Pono, and in alignment with your integrity, ethics, and personal values. That’s all integrity is, really, taking the actions which ‘tell the truth’ of your values.
Can anyone change a culture from within?
I say yes, IF you act as the Leader with Integrity as just described, for I believe that leadership isn’t a position or title. Leadership is a degree of effectiveness in spreading your ideas, and anyone in an organization can lead; the word is a verb.
Culture isn’t static either: I write Talking Story today in support of the tenets of Managing with Aloha, because I so fervently believe that managers create culture, and that Alaka‘i Managers have the best shot with creating healthy workplace cultures in our society today, because Aloha is always part of the agreements reached within their partnerships.
I would agree that to actually “change a culture,” at least in the shorter term, the leaders of an organization must embody the integrity of the values they claim the company holds dear. And by the way, values can, and do change over time” ask anyone at Apple what’s starting to happen now with Tim Cook.
If leaders don’t embody the values which match up with company mission and vision they won’t last that long. There will be no blooming until another leader takes their place, or they are otherwise overruled by the greater influences within the culture, and one of those things will eventually happen. The next leader to take their place can come from anywhere within an organization. When we look outside the organization instead, there is usually widespread awareness that we have a void internally.
And again, that’s where I think Managing with Aloha comes into play: To help Alaka‘i Managers mentor those leaders of tomorrow, or grow to become those Leaders of Value Integrity themselves.
A Current Case Study:
On January 1st, Jim Sinegal, co-founder and long-time CEO of Costco, turned over the reins to new CEO Craig Jelinek (an internal promotion). Jim Sinegal has been called one of the world’s top retailers, but when asked what is proudest achievement is, this is what he said:
“I think the thing we’re most proud of is the fact that [co-founder] Jeff Brotman and I built a team that’s capable of running a business this size. There’s a management team in place that is very, very good and that has enabled us to sustain the business for a long time.”
Read more: The Empire Built on Values.
As of this writing, Costco has grown to be the 3rd-largest retailer in the U.S. and the 7th-largest retailer in the world, with more than 161,000 employees, 595 warehouses in 8 countries, and more than 64 million cardholders.
“Jim Sinegal has done an amazing job of keeping the company focused on their core values to create one of the strongest consumer franchises in the world.” — Ed Weller, senior research analyst at ThinkEquity in San Francisco, quoted in The Seattle Times
“Jim built Costco based upon the highest standards of ethics and integrity. He has always believed that if you hire good people and pay good wages and benefits, good things will happen. He also frequently reminds us that we must spend 90 percent of our jobs teaching our employees. Those principles define our corporate culture and make Costco a great place to work and shop.” — Ginnie Roeglin, Senior VP, E-Commerce and Publishing, and Publisher of The Costo Connection.