Send to KindleIn the last post, I discussed the Lockstep leadership culture. This time I’ll discuss the Anything Goes and The Boss is God cultures.
Anything Goes
This organization is almost the exact opposite of the Lockstep. In the Anything Goes culture, there is an extremely free flow of ideas and almost no hierarchy, or at least it’s suppressed. This culture will appear to have very few rules, though an unwritten, and sometimes fairly strict set of norms have likely developed. These norms may become a leadership subculture that will define social limits of behavior and establish a pecking order. This culture was prevalent with the rise of technology firms. It is also common in non-profit organizations where there is sometimes the belief that since there is no paycheck, there is no need for a lot of rules.
Effects On Leadership Development
There are people who have natural leadership talent and they tend to move to the forefront of these organizations. Unfortunately, training and development is not usually high on the list of priorities. Natural leadership talent doesn’t necessarily mean good or effective leadership and so the organization can suffer.
Another danger of the Anything Goes culture is that it tends to be a breeding ground for bullies. There is a saying that “if everyone is in charge, no one is in charge.” Similarly, if no one is in charge, there is no defined leadership and bullies tend to emerge. The one with the loudest voice or most devious manner may very well suppress emerging leaders with greater potential.
Effects On Strategic Planning
This is probably one of the hardest cultures for strategic planning. Since everyone feels like they’re on their own, they may not give a lot of credence to the plan, especially if they weren’t involved in creating it. It may also be difficult to find a leadership team. This sort of culture doesn’t work well with an organization of any size and so the planning process might be a good time to positively identify who the leadership team is. You will also need to use the plan to encourage all members to rally to a common cause, survival of the organization. No matter what, it will be a hard sell. Oddly enough, this type of organization probably has a fairly strong leadership sub-culture that may approach the Lockstep model. Even if there has been no conscious effort to develop leaders, some will have emerged, and including them in the process will increase the likelihood of success.
The Boss is God
This organization is run by a person who is worshiped by most of the members. For whatever reason, the organization has developed extreme loyalty to the senior leader and will do almost anything to please him or her. This sounds like a great position to be in, especially if you’re the boss. Be cautious, though. Leaders who see themselves here must be aware that there are likely to be pockets of resentment and discontent festering below the surface which they may not see. There is an important difference between respect and even affection for a leader and this kind of messianic adoration. Though it might seem counter intuitive, one of the indications of a The Boss is God culture is a scarcity of feedback to the boss. Subordinates tend to feel they should not question.
Effects On Leadership Development
In The Boss is God culture emerging leaders may find their path to higher office smoothly paved. However, the first misstep that in any way appears to be counter to the boss’s wishes may cause the path to be blocked by the loyal followers who will beat down the offender. Leaders who are at the top of this type of culture may or may not realize they are seen this way. Or, they have become so accustomed to the personal benefits that they don’t see the damage it’s doing. Though it is very difficult to recognize, or accept the need for change on a personal level, leaders who find themselves in this position must diligently strive to bring up new leaders, and share at least some authority with them, making it clear that they are protégés. Without them, the organization may very well come crashing down upon the boss’s departure.
Effects On Strategic Planning
Forming the leadership team and developing the strategic plan is a great time to begin dispelling the “God” persona. Make sure everyone understands that the plan is for the organization and not for the leader. It is very difficult for a leader to change the atmosphere that develops around this culture but it’s essential to ensure the leadership team provides honest input.
Next time, Everyone for Themselves and the Status Quo.
This post is taken from the mini-book Leadership Culture and Its Effect on Strategic Planning and Leadership Development. Learn more at http://www.planleadexcel.com/Products/copypreptolead.html.
