Having a culture of leadership is an important element to success, at least if you want that success to be maintained over the long term in today’s Australian economy.

It was not so long ago that the employees of a company would look to one figure for inspiration in so far as the success of the company was concerned. Much like the way that a great coach on a rugby or football team can take an assembly of mediocre players and motivate them to a big win, workers would look to the example set by their leader to work towards the success of the company. These days, though, are fast disappearing. The business world moves at blinding speed, with a staggering amount of information and new products and services appearing seemingly with each passing moment. This means that it is nearly impossible for most companies to have just one leader anymore. To move forward, companies need to embrace the idea of having a corporate culture which in itself is a culture of leadership, with rewards and promotions going to those who accept the responsibilities of leadership when needed. Every department of a corporation now needs a leader (or a few leaders) of its own to build success.

The dynamic and globally reaching economy of New South Wales demands the presence of this new ethos in business; a culture of leadership which works in tandem with the national economic strategies of the nation of Australia as it continues to go strong into the new century. The state of NSW says in its economic plans: “a strong economy allows us to provide the excellent services such as healthcare, education, and policing which the public expects…we are…innovative people who want a society built on fairness, equity, and collaboration…(a) society built on these principles will be more productive, wealthier, and fairer.”

This is also the way the 21st century company should be run.

FIRST STEP: BUILDING TRUST AND A SHARED VISION

In every company, top management need to ensure that every person within the company is all working towards a common goal and shares one vision of success for the company. When everyone is on the same page and works together, interdepartmental conflict ceases and productivity skyrockets. When people feel that they are working towards a goal which is worthwhile, they will strive hard to ensure the continued success of the company. Having this kind of corporate culture will cause natural leadership talent to emerge in those who have it, benefiting the entire organisation.

In a company with a shared vision, where everyone trusts each other and there is nothing to fear from conflicts of interest between individuals or departments, innovative business solutions are conceived and the calculated risks that can take a company to another level are taken.

This can be a difficult goal to achieve, however, because people are used to always competing in business. Top management needs to guide people into sharing their personal, human side, such as by having people (themselves, too) share their personal histories with their groups and teams and eventually perhaps in large company-wide meetings.

STEP TWO: EXPLORING THE POSSIBILITIES

Now people must be introduced to seeing new possibilities the way leaders habitually do. To achieve this, most people need to be shown how to think outside the box of their habitual, calcified ways of thinking and assumptions. One highly effective method for achieving this is to get people to privately write down and reflect on personal answers to key stimulating questions. These can include questions such as, “where do you envision yourself in one year? In five years? In ten years?” and “imagine your retirement dinner, what do your work colleagues from throughout the years say about you at this event?” Questions about what things are good or bad, better or worse, about the company as well as questions concerning possible unintended consequences or unforeseen events should also be asked and individual answers written down.

Management needs to digest the answers and then share them with department or team leaders, eventually distilling them to all of the employees and getting everyone to further reflect on and contemplate what has been learned.

STEP THREE: ESTABLISHING A PLAN OF ACTION

Now that employees are all on the same page and they and management know what possibilities to explore to make the company more prosperous, a sharply focused plan of action for the business that includes roles for everyone can be drawn up. Different groups and teams take on different goals that all get directed toward the same shared goals and vision, with top management acting as the guiding force.

With such a leadership culture in place, a company will become more productive, forward thinking, and successful.