
As someone who has spent over 35 years working in corporate in leadership and more recently as a mentor, coach and consultant, I have seen firsthand the importance of aligning leadership with organisational culture. In my journey as a leadership professional, I have worked with businesses of all sizes, and one thing remains constant: culture is the heartbeat of an organisation. When leadership is in harmony with the culture, amazing things happen. Conversely, when there’s misalignment, the ripple effects can be detrimental, leading to decreased morale, disengagement, and loss of productivity.
In this blog, I want to share my insights on how to align leadership with organisational culture, based on both my professional experience and proven strategies. Let’s explore why this alignment is crucial and how leaders can play a pivotal role in shaping a thriving, positive workplace.

Why Aligning Leadership with Organisational Culture is Essential
1. Creating a Positive Work Environment:Leadership shapes the company’s climate. A culture where employees feel supported, respected, and valued will not only boost morale but also productivity. Leaders must understand that culture isn’t just what’s written on a wall or mentioned in a company meeting—it’s what is lived every day. When leadership actions align with values, it flows down to every layer of the organisation.
2. Achieving Strategic Goals:A strong alignment ensures that everyone, from top leadership to frontline employees, is working towards the same strategic objectives. When people feel connected to the culture, they are more motivated to contribute meaningfully. Leadership must embody these cultural values for everyone to follow suit.

The Impact of a Toxic Workplace Culture
As a coach and mentor, I have worked with many professionals who felt the heavy weight of a toxic work environment. It affects their well-being, stifles creativity, and diminishes collaboration. Let’s explore some behaviours that contribute to a toxic culture:
Common Toxic Behaviours in the Workplace
Poor Communication:Misunderstandings, lack of transparency, and unclear expectations foster mistrust. I’ve seen talented teams fall apart simply because leaders fail to communicate effectively.
Micromanagement:Leaders who constantly hover over employees damage autonomy and crush creativity. As leaders, we need to learn to step back and allow our teams to flourish.
Favouritism:This creates division and resentment. A leader who plays favourites creates friction within teams, and I’ve observed this behaviour leading to distrust and disengagement.
Blame Culture:When employees fear being punished for mistakes, they become risk-averse and stop innovating. As leaders, we should create a culture where mistakes are seen as learning opportunities.
Overwork and Burnout:Promoting a "work-hard-at-all-costs" environment might seem productive, but it leads to burnout. I’ve always advised leaders to advocate for work-life balance and prevent employee fatigue. When people are valued for more than just their output, they thrive.
These behaviours, among others like gossip, inflexibility, and negative leadership styles, corrode the culture and make it nearly impossible for employees to succeed. But the good news is, with intentionality and effort, we can turn this around.
Strategies for Building a Healthy Organisational Culture
So, how do we create a culture that promotes collaboration, respect, and well-being? Here are some strategies that I’ve successfully implemented in my coaching work:
1. Define Core Values and Live Them
Your company’s core values should not just exist on paper. They need to be lived, displayed, and revisited constantly. I always recommend starting meetings by reviewing these values to ensure they’re front of mind. Leaders need to embody these values through their actions. Your team is watching, and they will follow the example you set.
2. Promote Open Communication
Transparency builds trust. Regular touchpoints, feedback loops, and vulnerability in leadership are key. Be open to listening—something many leaders, unfortunately, neglect. One of the best tools I’ve seen in action is the “You Said, We Did” board, where leaders openly acknowledge employee feedback and the steps taken in response. This shows commitment to open communication and accountability.
3. Involve Leaders in Culture-Building Initiatives
Leaders need to be more than just figureheads—they should actively participate in culture-building activities. From team-building exercises to feedback sessions, hands-on leadership drives deeper commitment. This isn’t just about attending workshops; it’s about truly understanding your people. I often encourage using profiling tools like The People Reader, helping leaders understand the unique behaviours of their team members and fostering better communication and collaboration.
4. Encourage Feedback and Recognise Achievements
Giving employees a voice is crucial. Tools like Wotter, regular surveys, or town hall meetings can offer platforms for feedback. More importantly, leaders should act on that feedback. Another key part of cultural alignment is recognising and rewarding employees who embody the organisation's values—whether through financial rewards, internal recognition programs, or nominations for external awards.
5. Provide Leadership Training and Development
It’s essential to invest in leadership development. Leaders must have the emotional intelligence to manage teams effectively, and this requires ongoing learning. Workshops on self-awareness, conflict resolution, and effective communication can make a massive difference. I have seen leaders transform after attending such training, becoming more empathetic and effective in aligning their teams with the organisational culture.
6. Align Policies with Culture
Policies and practices need to reflect your desired culture. Whether it’s hiring practices, performance reviews, or succession planning, they should all be consistent with your core values. Inconsistency leads to confusion and disillusionment, something I’ve often witnessed when policies aren’t aligned with culture.
7. Overcommunicate in Times of Crisis
One thing I always tell my clients is, “You can never overcommunicate during difficult times.” How leaders respond during a crisis speaks volumes about the organisation's culture. The best leaders remain resilient, empathetic, and transparent, showing their teams that the organisation’s values hold firm, even in challenging moments.
Final thoughts.. Leadership is the Culture
Leadership doesn’t just set the tone—it is the culture. When leaders are aligned with the organisation's values, they inspire and engage their teams, creating an environment where everyone can thrive. By committing to these strategies, we can build stronger connections, higher levels of engagement, and a workplace culture that truly supports both personal and organisational success.
As a leadership coach, I have seen the profound impact this alignment can have, and I encourage every leader to reflect on how they are shaping their culture today.
FAQs:
How can leaders better understand their role in shaping culture?
Leadership training, profiling tools, and regular feedback are key to understanding how leaders influence culture.
What’s the first step in aligning leadership with culture?
Defining and communicating your core values clearly to ensure they are integrated into everyday practices.
How do we address a toxic workplace culture?
Begin by identifying harmful behaviours and taking immediate steps to address them, including leadership intervention and creating feedback loops.
Why is emotional intelligence important for leaders?
Emotional intelligence helps leaders manage their teams with empathy, creating a more supportive and collaborative culture.
How can organisations sustain cultural alignment during times of change?
Through clear, consistent communication and by ensuring leadership remains committed to the organisation’s core values during transitions.
Comments