By Anne Moretti | Moretti Consulting, LLC, Executive Exchange Facilitator
Leaders create the organizational climate for the people they lead.
Leadership behavior is the key factor in determining an organization’s work climate.
A positive work climate leads to a positive workplace culture which boosts commitment, engagement, performance, and well-being. Happier employees make for not only a more congenial workplace, but for improved customer service. It inspires “shining moments” – when people produce their best work.
What are your shining moments lately? What is the temperature of your team today?
Climate may have a soft feel, but it has a measurable bottom-line impact. Gallup’s recent poll found that 36% of U.S. employees are engaged in their workplace. The percentage of actively disengaged employees is up slightly in the U.S. from 14% in 2020 to 15% through June 2021. In addition, actively disengaged employees report miserable work experiences and are generally poorly managed. Gallup’s comparison with climate demonstrated a clear link between engagement, productivity, profitability, and greater earnings per share. – Gallup, July 2021
Creating a positive climate and culture for your team rests on four major principles:
- Foster social connections.
- Show empathy.
- Go out of your way to help employees.
- Encourage people to talk to you – especially about their problems.
– Excerpts from Harvard Business Review, 2015
What’s the difference between Organizational Climate & Organizational Culture?
Organizational or work climate describes the mood or temperature of an organization — both things that fluctuate and vary based on surrounding conditions. It is a by-product of the deeper culture influenced by leadership behaviors. Organizational climate has a pervasive influence on a wide range of organizational behaviors such as job satisfaction, quality of group interactions, leadership, trust levels among employees, and efficacy of development.
Organizational culture is deeply rooted in the history of the organization. It encompasses the espoused as well as the actual values, beliefs and guiding principles of the organization that influence behavior, communication, decision making, performance, etc. It’s harder to change culture as it typically frames employees’ patterns of assumptions, attitudes, and boundaries.
Assessing the effectiveness of leadership and organizational climate.
By assessing the climate from the employees’ perspective, it’s possible to measure positive leadership behaviors that create a climate of trust and inspire a team, as well as negative behaviors that erode commitment, interest, trust, and well-being.
Organizational climate assessments offer suggestions on how to improve the “temperature” (especially during periods of change) and how to manage the impact of the climate others experience. This type of assessment will also identify strengths, issues of concern, areas for development; and determine how well the leadership team is aligned with the organization’s mission, vision, strategic goals and values. Contact our team for more information about organizational climate assessments.
Improving leadership and organizational climate through EI.
Emotional intelligence (EI) has a positive impact on organizational climate, with higher levels of emotional intelligence leading to more positive organizational climates.
Inculcating emotional intelligence competencies such as communication, empathy, interpersonal connection, optimism, resilience, resonance, and self-awareness across leadership levels, will enable leaders and employees to communicate positive emotions and create a positive organizational climate. Additionally, by developing their emotional intelligence, leaders are generally able to replace negative behaviors, such as aggression or blame, with a more appreciative and supporting style that keeps their teams engaged and motivated.
In summary, there are several organizational and leadership benefits as well as business reasons for assessing and improving your organizational climate:
- Leadership capabilities and responsibilities are identified and enhanced
- A pro-active approach for detecting issues or problems is facilitated
- Professional development for leadership and their teams is fostered
- Strategic direction and organizational culture are aligned across the organization
- Employee and client engagement, motivation and satisfaction are improved
- Inspires “shining moments” – when people produce their best work
Contact Anne, Kristi & Shannetta for more information at Moretti Consulting, LLC
email@example.com or 716-390-2277
Anne M. Moretti: BNP Executive Exchange Facilitator:
President and Sr. Consultant, possesses over 25 years of Executive management and consulting experience nationally and internationally. She and her team bring expertise in the areas of Executive & Leadership Development, Coaching, Organizational & Team Development, Assessments, Change Management & Transformation, Merger Integration, Cultural Alignment, Board Development, Physician Leadership & Practice Development, Strategic & Operational Planning and small/large group facilitation in a wide-range of industries and non-profits. On the international front, she served as project leader for 10 years responsible for International Management and Change programs in Bosnia, Hungary and Russia. Anne is certified in numerous nationally-recognized assessments, development methods, and OD interventions.
Kristi Campbell, PhD and Assessment Consultant, has spent over 20 years developing surveys, analyzing data and conducting assessments in the fields of education, healthcare, political beliefs and engagement. She earned her B.A. in Political Science from Union College and her Ph.D. in American Politics from Texas A&M University. While completing her doctorate, she also received specialized training in survey research from the University of Michigan’s Survey Research Center (SRC) in Ann Arbor, Michigan. Dr. Campbell has taught and conducted survey research at some of the leading colleges and universities in the country and worked at Cornell University as a survey researcher and data analyst. As part of the Moretti Consulting team, she works on assessments focused on leadership, climate, and culture.
Shannetta Mennenga, MPA and Sr. Consultant, possesses over 20 years of experience in organizational development and leading successful organizational-wide change efforts. She provides consulting services in the areas of coaching, change management, strategic planning, talent and leadership development, diversity and inclusion, relationship building, events coordination, and program implementation. Prior to consulting, Shannetta held senior leadership positions in academia, healthcare and the insurance industries.