True Leadership = Human-Centric Culture for Transformation Success
- Karen Armstrong Tucker
- 3 days ago
- 5 min read
Do you have clarity on the state of your work-culture to reliably deliver results?
Throughout a career that spans decades within the Corporate Industry, and over 15 years Consulting, we have had extensive exposure to various types of Industries, levels of maturity, different personalities, and varied states of workplace culture.
The varied states of workplace culture range from outright toxic and unsafe, to empowered, positive and respectful, and then there is somewhere in-between.
Those environments, in the murky grey area in-between, on the surface level appear to be relatively healthy, and supportive, ticking the boxes of diversity, gender equality and anti-discrimination, however…. often, they tell a very different story once we start to scratch below the surface.
Harp Strategy pride ourselves on performing a comprehensive discovery phase at the beginning of every one of our Client engagements, and an important part of this is to understand your people, what is working, what isn’t working, and how do your people feel about the workplace culture.
Through Stakeholder engagement and discovery interviews we provide a confidential, non-judgmental and supportive space for your employees to share their experiences, concerns, recommendations and ideas worthy of celebration. We provide a non-biased neutral safe space where everyone has a voice and is valued for their important contribution.
Our discovery offers us insight and wisdom to support you and may provide us with information you might not have been able to tap into yourself.
This is an assurance of your transformation initiatives, with a focus on the human-element, to clearly identify what your teams need to become advocates and drive ongoing success. This is also effective for Risk Management.
We understand what it takes for your teams to adopt new capability, to embed it and advocate for it, with aligned and informed engagement, implementation and service transition strategies.
We understand the high value of a healthy and respectful culture and the many benefits it provides to every individual at every level. Which is why we feel strongly that this is a critical element toward your success.
Not fear, not dismissiveness, not feeling uncomfortable to set boundaries, or too scared to voice opinions and insights, because there is a consequence.
Our observations show us that the environments that struggle with their workplace culture, or who use questionable approaches on how they treat their people, almost always maps back to the Leadership Team.
Please remember-
People = Your Organization's Greatest Asset.
Please also remember-
People= Human Lives & Human Experience.
To be a Leader, comes with great responsibility. It is a privilege.
Your team members will always remember their experiences as a member of your team.
Unfortunately, all it takes is one inexperienced person who is tasked with managing teams of people, and the damage can be done. Some Leaders haven’t quite grasped what it means to be a successful and inspiring Leader.
This is not directed to all Leaders; I have been fortunate to witness and work with some of the most amazing Leaders throughout my career.
Although, we still observe, through no fault of their own, some Leaders were thrown in the deep end without care and guidance. They are simply doing the best they can under these circumstances.
Our Leaders are not necessarily provided with an ethics rulebook, they may have inherited their position, they did not receive the support they deserved, and unfortunately the people they looked up to as role models were the people who adopted a more traditional outdated patriarchal and hierarchical style of management.
They witnessed this behavior being rewarded in the workplace. They learnt to be dismissive, and to manage their teams using fear-based tactics and often encourage unhealthy competition, silo mentality, and favoritism.
If these Leaders were also treated in the same way they treat their own teams, would they be the first to react and reject this behavior toward them?
If so, why treat their teams in this way too?
It is not OK. It never was.
This is a very complex issue that takes time to address.
By shifting your Leadership Teams toward genuine mutual respect, leading by example, and providing support to drive co-value creation, are all powerful antidotes to re-connect and re-align with your teams, who may at this stage be working against you.
This does not ever get put into the ‘too hard basket’. It is not a 'box ticking exercise'; it is daily intentional action to ensure that your teams feel safe to express themselves to thrive and are encouraged and supported to collaborate and work together respectfully.
This is what makes high-value, high-performing, and highly satisfied teams.
Start focusing on your team, and everyone will be successful!
We believe future generations of young Leaders who have an inspiring and contemporary view of Leadership and People Management, are exciting and this should be fostered and encouraged. We also believe in investing effort to support current Leadership Teams and introduce more modernised leadership approaches and concepts.
In our view, this is the shift toward positive change we are looking for.
Does it feel like your initiatives are not quite hitting the mark?
Despite all of your efforts, are you still concerned with your employee adoption rates?
Do your teams feel empowered to innovate? Not the same people repeatedly, but everyone in your team aligned to their individual strength?
If you feel you have Workplace Culture or Organisational Change challenges, which might impact future success, Harp Strategy would love to talk to you.
This is a topic we feel very passionate about.
We offer a human-centered approach to ensure adoption of your initiatives to position you for success and provide insights so you can start to shift your workplace culture to one that is integrated, productive and offers an opportunity for everyone to shine.
It must be amazing to offer a work environment that is in demand,
who everyone wants to work for.
Engage Harp Strategy to perform a Holistic and Human-Centric Assurance Evaluation of your current Initiative and Programs of Work, so you can identify Culture Risk early with practical recommendations on how to address with tailored strategies.
Harp Strategy are excited to share news that we will be launching our sister company this year with a focus on Integrated Culture. Please watch this space.
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Harp Strategy (Salt Eagle Pty Ltd)
+61 439 622 830
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