The biggest mistake leadership makes is when culture is dismissed as the “touchy relationship stuff” and therefore doesn’t really matter. After all, leadership has largely focused on the economic equation to lead a business. There are times when focus is dominated by profits, sales, employee count, and efficiency. Economics almost always is the lagging indicator of what happened. Economics are important, but we have learned is harmful to employees and customers if organizational culture is not weighted equally. The one thing people don’t realize is economics is without morality. AIG could proxy for arrogance, greed and incompetence.

If you’re not convinced, define the purpose of your family only in economic terms. The spouse contributes x $; the kids contribute x $…don’t forget grandma. What does she contribute? Where did joy, happiness, making a difference, personal accountability fit?

Maybe your family is perfectly happy, joyful, feeling warm closeness and knows they are making a difference if you are only connected by money. I doubt it. People are not innate machines. Motivation is a sense of self worth and greater purpose. Otherwise, for what reason would we visit our parents or kids?

Businesses are living organisms. They are living, breathing, and growing when people are engaged and find a reason to stick around. Employees are looking for reasons to be loyal. Wise leaders know those reasons are hidden within the personality —the culture—of the organization.

One more thing most leaders don’t know about changing the organizational culture. Courage to be honest creates an ease and rhythm to keep going. Trust follows honesty and a spark begins in the individuals. My personal advice is to think of the most memorable teacher you’ve had. Why did she make a difference in you?

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