We’ve all heard the leadership cliché – “Talk the Talk and Walk the Walk”, but living that premise on a daily basis can be harder than it sounds. Leaders who are committed to creating a strong organizational culture capable of adapting to the global marketplace understand that it can’t just be a cliché, it has to be a way of life. And these leaders are masters at weaving that philosophy into the very DNA of their organizations.

If you want to ensure your leaders aren’t saying one thing and then acting in ways that contradict what they’re saying, these 5 tips can help ensure a consistent message gets through:

  1. Set an inspiring vision – leaders who want to be most effective need to chart a course for their organization that is both compelling and inspiring. A compelling and inspiring vision allows all employees to connect to the organization in a very personal way that naturally motivates them to actively participate in the achievement of that vision.
  2. Establish clear expectations – Employees can’t live up to your expectations if they don’t know what they are. Leaders should establish clearly defined, measurable goals and objectives and then communicate those to employees early and often.
  3. Engage in transparent communications – leaders need to communicate their commitments to the organization by cascading information on decisions to all employees on a regular and timely basis. When leaders clearly communicate decisions and directions to all employees the likelihood those decisions will actually be deployed and the results achieved increases dramatically.
  4. Make it safe to hold yourself and others accountable – being “accountable” doesn’t have to be a dirty word. Actually, accountability can be very positive when leaders create an environment where employees take personal responsibility to rise above their individual obstacles and circumstances to achieve results. Creating an environment where it’s safe to hold yourself and others accountable encourages all employees to go above and beyond to achieve results.
  5. Celebrate the little wins – Creating a strong, productive organizational culture takes time, persistence, and patience. When leaders set a compelling and inspiring vision and then measure decisions against that vision while celebrating small wins along the way, employees begin to see that the kool-aid is real. Only through reinforcement of the small wins that lead up to major wins can leaders hope to sustain a winning organizational culture.

Creating a strong, productive, results oriented culture doesn’t have to be hard, but it does have to be intentional. What kind of culture is your leadership creating?