LEAD BY EXAMPLE
This may sound easy and almost too simple to be true, but time and time again we see managers failing at this very thing. All the cases that have emerged in connection with #MeToo are just a few examples. What is certain is that some managers constantly use the arguments they may have experienced as a child:
"Do as I say, not as I do".
There is often a big difference between what we know as expressed theory and applied theory, which affects employee trust, loyalty and engagement. Serious consequences that ultimately affect both company culture and the customer.
We tend to see this dynamic most clearly in our own children. If you want to get children to clean up after themselves, be polite or have good table manners, it does little good to talk about it or tell them how to do it. The parent has to show this in their own behavior, and it will transfer in a far more effective way - sometimes almost without you noticing that the learning is taking place. The same applies in the workplace and in all other arenas - including politics. People are to a large extent a result of the behavior that leaders represent, both good and bad.
President Obama stated not long ago "you are the change that you seek" and encouraged people not to wait for another person or a better time, but rather to take responsibility and trust that you are the person who can set the standard. Here he also says that the responsibility does not necessarily lie with a formally appointed leader, but that anyone can take on this role - to lead by example and show how it should be done.
Another charismatic leader with this focus is one of the most successful generals of all time, George Patton. His mantra was; "You are always on parade" highlighting that every moment is an opportunity to represent the organization's values and set the standards for future performance.
"Greeting others every morning - matters. Acting properly - matters. Treating people with respect - matters. Doing your best - matters. Learning from your mistakes - matters."
Many leaders have a lot to learn from Patton, and it doesn't take long to find examples.
Read about how AFRY built a strong leadership culture to strengthen internal ties.
One of the companies that has understood that good culture starts with the leaders is Norsk Gjenvinning. They look for leaders who are role models and where there is an expectation that the leaders will demonstrate the behavior that the company's values have guided. Ingrid Bjørndal (Director of Organizational Development and Compliance) describes it well:
"If you don't have leaders who are good role models, it won't be credible and it won't have the desired effect."
Norsk Gjenvinning is an example of a company that has taken Michael Schrage's conclusions on board: "Like It or Not, You Are Always Leading by Example" (Harward Business Review, 2016).
