Organizational culture is "a consistent, observable pattern of behavior in an organization" (Spath & Kelly, 2017, p. 127). Creating a culture that inspires employees to work effectively within the organization's culture is key to establishing an effective, and successful work environment. Many influences can enhance, or challenge management positions. Some things to consider are concise, effective communication, managerial emotional intelligence, organizational skills, delegating ability, openness, problem-solving competencies, decision making, and prioritizing duties (Stobierski, 2020).

Improving in areas of weakness can enhance success amongst the team. Being aware of current skill levels, mental models, and areas of improvement can strengthen growth efforts. Developing goals and intentional efforts to implement skill strategies can boost self-esteem and morale. Allowing feedback from colleagues can help set goals and identify areas of strengths and weaknesses (Stobierski, 2020).

Personal accountability can encourage similar effects within the workplace that hold value and increase confidence for those in leadership positions. Appealing to, and celebrating, change through knowledge sharing, defeating barriers, open communication efforts, and creating a diverse culture are all essential to effective leadership. Proving loyalty, and commitment to the organization's culture enhances solidarity throughout system relationships.

I managed an environmental service group at one of our local long-term care facilities. When I started there was a large gap in trust and communication between staff members and management. Management was seen as imposing, yet distant. I was seen as an enemy, not a supportive leader. My first duty was to ensure that organizational duties were complete. This was complicated because employees had no trust or respect for me in this role. I wanted to establish a relationship built on equality and dependability. I could not expect my team to have confidence in me or my abilities. I needed to understand that the foundation between each position had been neglected before my arrival. I declared to make myself "present". I needed them to know they were not alone, and that I was willing and able to do the things I was asking them to complete. It took some time but once they saw I was not an enemy but a friend the relationship began to blossom. Mutual respect grew between each of us. Accountability and dependability blossomed. To this day that position and those employees hold a special place in my heart. It was my first role in developing a positive environment.

Based on my experience I would have conveyed the importance of teamwork earlier. I would encourage transparency, honesty, and hard work through different modalities. Proving commitment and being engaged within the structure helped create a positive environment. I would have fortified an open-door policy and active listening from day one. I would have addressed that the disorganized, aloof approach taken by previous management was not what I was committed to. Being my first position of leadership I learned a lot, very quickly. I hope that I established a good foundation for other leaders who were positioned after I left the company. I am thankful for the learning experience and will use that experience to adapt an improved style of leadership.

(READ THE ABOVE and ANSWER THE QUESTIONS BELOW)

Which ideas or thoughts did you read that you found interesting or insightful? How did these ideas or thoughts inform your own thinking?

Are there any sections that you think you read that could expound upon? (e.g. "I'd really like to hear more about how you think political corruption is a primary factor in this case.")

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