Discussion Board 3 Human Capital

I have had multiple jobs since I was 17, sometimes working two jobs at once. One thing I saw

time and time again at each place was how the leadership can both negatively and positively

change the environment. I like the quote from the text about changing but not destroying the

cultural. This is true, leaders can make or break the culture, and the best leaders come in with

positivity. If I were to lead an organizational culture change there are a few things I would

implement or bring to the table. Most of these do not require major costs, as there are

motivational aspects which are more people forward than financially based (Lepaya, 2022, para.

3). When you have leaders that lead by example or bring positive change, employees are more

likely to mirror their leaders, ensuring a positive organizational culture for success.

The first is being active with the team and getting feedback. I have experienced too many leaders

come in with an iron fist and not have real feedback on the day-to-day things. The second would

be to ensure the things I implement are company forward, in line with how I want to lead.

Aligning my actions with my words shows that I truly believe in what I am doing; on the other

hand, any inconsistency and contradictions are quickly noticed by employees, causing a rift

(Craig, 2019, para. 3). These are the two biggest factors I have noticed separating the positive

change leaders from the negative change leaders. Each manager I have had that was active in the

day-to-day activities and proactive overall had more approval with employees. I have never been

interested in following a detached leader (Wooll, 2021, para 2). This does not mean that

proactive leaders lead in a perfect way; in fact, I believe that seeing a leader make a mistake

proves they are human and goes to show that there is no "all-knowing" in the team. This, to me,

encourages a positive form of leadership.

Implementing change in an organizational culture requires a delicate balance of challenging

existing norms while maintaining a sense of continuity and respect for the current culture

(Nelson & Quick, 2019). To achieve this, I would focus on fostering open communication

channels and creating opportunities for dialogue and collaboration. By actively soliciting

feedback from employees at all levels of the organization, I can gain valuable insights into their

perspectives, concerns, and suggestions for improvement. This inclusive approach not only

empowers employees by giving them a voice but also demonstrates my commitment to fostering

a culture of transparency and trust.

References

Craig, W. (2022, April 14). How to motivate and inspire your team to achieve better results.

Forbes. https://www.forbes.com/sites/williamcraig/2019/04/09/how-to-motivate-and-

inspire-your-team-to-achieve-better-results/

Lepaya. (2022, January 12). Changing organizational culture: How leaders can recognize issues

and guide transformation. Krauthammer stories. https://blog.krauthammer.com/changing-

organizational-culture

Nelson, D. L. & Quick, J. C. (2019). Organizational behavior (6th ed.). Boston, MA: Cengage.

Wooll, M. (2021, May 28). 7 ways to lead by example (and why it matters). The Most

Comprehensive Coaching Platform | BetterUp. https://www.betterup.com/blog/leading-

by-example