Leaders leave gold on the table by not showing appreciation for their people. It’s easy, it’s free, and it’s hugely impactful. Bottom line: Recognition gets results. And recognition builds relationships. And relationships get results. A positive, virtuous, reinforcing cycle.
Despite the tragic incident on Southwest Airlines’ Flight 1380 on April 17, 2018, the culture of the Best Loved Airline ensured that the accident did not tarnish its reputation. The 1380 flight crew, in an interview on CBS News, attributed their success in safely landing the plane to their shared values. Although the crew didn’t mention a specific core value, Southwest’s Servants Heart was evident throughout all the actions taken after the accident, from Captain Tammie Jo Shults walking the aisle and speaking to every passenger once the plane was safely landed to the heartfelt message from CEO Gary Kelly.
Culture change begins with the leadership team, from CEO to SVPs. Commit to this essential first step and you’ll be on firm footing towards shaping a healthy, high-performing company culture.
If you put age and religion aside, a person’s ability to deal with uncertainty depends not so much on the external circumstances, but on what they make of the circumstances in their thinking. Our thoughts create our experience of life.
When it comes to shaping a thriving workplace culture, the influence of leaders on their organizations’ overall performance cannot be overemphasized. They serve as role models whose conduct and behavior are expected to align with their organizations’ values. While recent months have provided a deluge of executives and leaders who have lost their way, it’s a compelling time for change agents to help organizations shape their culture for a constructive future.
