Accelerating Career Progression and Increasing Job Satisfaction: Insights from Leanne Elliott (Part 2)

In episode 238 of the Nerd Journey Podcast, we continue our interview with Leanne Elliott, a certified business psychologist and leadership coach. Leanne and her co-founder Al run a consultancy to help owner-led businesses navigate people and culture. In part 1 of our discussion, we explored the work that Leanne and Al do at their company Oblong, as well as the origins of their podcasting journey.

In this second part of our interview, we delve deeper into the topic of culture and its impact on organizations. We also discuss advice for those considering a management career, and how managers and leaders can shape and own their company’s culture.

Defining Culture and Its Importance in Organizations

Leanne emphasizes that culture is not just about the office environment or perks, but rather it encompasses the shared values, beliefs, attitudes, and behaviors of a company’s employees. She notes that culture is often overlooked until there is a problem, such as high turnover or low morale. However, by defining and nurturing a positive culture, organizations can reap numerous benefits, including increased job satisfaction, improved productivity, and reduced turnover.

As Leanne mentions, managers play a crucial role in shaping and owning their company’s culture. They set the tone for how employees should behave and treat each other, and they can either reinforce or undermine the culture that exists within an organization.

Advice for Those Considering a Management Career

For those considering a management career, Leanne offers several pieces of advice:

1. Understand your own strengths and weaknesses: Before becoming a manager, it’s essential to understand your own strengths and weaknesses. This self-awareness will help you identify areas where you need to grow and improve.

2. Develop strong communication skills: Effective communication is critical for success in any management role. Leanne emphasizes the importance of active listening, clear communication, and empathy.

3. Be intentional about your leadership style: As a manager, you have the power to shape your team’s culture and productivity. Be intentional about your leadership style and make sure it aligns with the company’s values and goals.

4. Prioritize employee development: Investing in your employees’ growth and development can lead to increased job satisfaction, improved retention, and a more skilled workforce.

5. Stay humble and open-minded: As a manager, it’s essential to stay humble and open-minded. This means being willing to listen to feedback, admit when you don’t know something, and be open to new ideas and perspectives.

How Managers/Leaders Can Impact Culture and Help Their Teams Own It

Managers and leaders can significantly impact their company’s culture, but they can also empower their teams to own it. Here are some strategies for managers to help their teams take ownership of the culture:

1. Encourage open communication: Create a safe space where employees feel comfortable sharing their ideas, concerns, and feedback.

2. Foster collaboration: Encourage cross-functional collaboration and teamwork to build trust, understanding, and a sense of shared purpose.

3. Empower employee autonomy: Give employees the freedom to make decisions and take ownership of their work, while providing guidance and support when needed.

4. Celebrate successes and learn from failures: Recognize and celebrate team achievements, but also use setbacks and failures as opportunities for growth and learning.

5. Lead by example: Managers must model the behaviors and values they want their teams to embody. This includes being transparent, honest, and accountable.

In conclusion, understanding culture and its impact on organizations is crucial for career progression and job satisfaction. By definition, culture is not just about the office environment or perks but rather it encompasses the shared values, beliefs, attitudes, and behaviors of a company’s employees. Managers and leaders play a significant role in shaping and owning their company’s culture, and they can empower their teams to own it by fostering collaboration, open communication, employee autonomy, and leading by example.