Unlocking Inclusion: The Vital Role of Leadership in Shaping Organizational Culture

In a previous blog post, Cultivating Authentic Diversity and Inclusion: Beyond Top-Down Mandates, I stressed the role of executives in driving DE&I and called out mid level management as a vital link between executives and front-line employees with arguably some of the most influence on how DE&I is lived out within an organization.

In this blog post I wanted to unpack this a bit more, and explore the importance of leadership style and behavior in shaping organizational culture.

Leadership Style Matters Leadership style and behavior from the very top plays a pivotal role in shaping the culture of their teams, and, by extension, the entire organization.

How executives react to management situations, whether it involves disagreements, failures, or successes, sets the tone for how mid-level managers treat their employees in similar situations.

Let me explain.

During my tenure in the corporate world, I had been eager to share the research study I was working on at the time. I truly believed in my work and was excited for the potential to make a positive impact on the organization.

To my surprise, my very own manager seemed to be attempting to deter me from presenting my work and gave me the impression that he would do everything within his power to discourage me from sharing my research and findings. When I decided to find my own stakeholders and give my own presentation, he disassociated himself from me and did not attend the meeting.

I later learned that my supervisor had previously faced public humiliation by the CEO himself, due to an error in his calculations during a presentation he was giving in front of the executive team and other mid-level managers.

The CEO had reacted in a harsh way, implying that my supervisor’s failure was a massive breach of trust, and was a warning to others that 100% accuracy was not good enough in his organization.

Yeah… ouch.

This incident left a lasting impact on him and others that were in the room that day.

These types of reactions and statements have consequences and do exactly the opposite of creating an environment of vulnerability, collaboration, innovation, or inclusivity. While accountability remains crucial when errors occur, the CEO in that organization failed to acknowledge that mistakes also offer valuable opportunities for accelerated learning and growth. After all, one cannot truly learn without first encountering and learning from their mistakes. Very seldom do we get everything right the first time, in all facets of life.

The “Crab Mentality” analogy

It’s a fascinating phenomenon, when crabs are placed into a bucket and one tries to escape, the others will pull it down instead of helping it break free.

This behavior reflects an "if I can't have it, then neither can you" mindset, and consequently, not one single crab will ever succeed in escaping the current situation.

Now, I am not insinuating that my previous supervisor was a crab, however, that he was very likely unintentionally holding me back, fearing that any potential mistakes on my part could lead to a similar public humiliation and even further cause a negative reflection of him.

I observed this similar behavior throughout the rest of the organization. Other teams would hold up projects or withhold information from others altogether, there was constant gossip and throwing others under the bus so they wouldn’t get ahead, and I experienced first hand how my very own team members would try to sabotage my work to slow me down or dismantle my credibility to keep me on their level. Before entering this type of environment I never imagined actual adults would behave this way. I was a bit naïve at the time and just assumed that everyone would always have their team and company's best interest at heart and if they didn’t there would be consequences enforced. It’s important however, to take a step back from the situation and realize that crabs don’t naturally exist in buckets. That is a forced, and unnatural state for them, placed upon them by someone with some sort of “privilege” or “power”.

My colleague’s behavior was the consequence of a toxic environment. People can’t work when they are under extreme stress and pressure

It is nearly impossible for someone to work effectively when they are under extreme stress and pressure.

Situations similar to my own experience, serve as a breeding ground for saboteurs to thrive.

When leaders at the top respond to mistakes or failures with harshness and humiliation, they inadvertently activate the "Judge" saboteur within their teams.

The fear of making mistakes and facing severe consequences pushes employees into a state of constant stress. They become hyper-vigilant, constantly second-guessing their actions, and fearing that any misstep could lead to public humiliation.

This state of chronic stress and fear inhibits creativity, collaboration, and innovation. People become more focused on self-preservation than on contributing positively to the organization. It's akin to the "Crab Mentality" where individuals, out of fear or self-interest, pull others down instead of helping them rise.

In such high pressure, high judgmental work environments, cooperation and kindness become a luxury, because individuals are too preoccupied with protecting themselves from potential pitfalls. This toxic culture not only hinders personal growth but also stifles the organization's progress.

To foster a healthier and more productive work environment, leaders must recognize the importance of allowing employees to learn from their mistakes.

Behavior from the very top matters. Rather than breeding fear and stress, encourage a growth mindset where errors are seen as opportunities for improvement.

Interested in discovering how to harness the full potential of diversity within your team and foster an environment where every team member can thrive? Dive deeper into these insights by getting your hands on my latest book, "Beyond Comfort Zones: The Real-Talk Approach to Diversity, Equity, and Inclusion!" It's a valuable resource for unlocking the true benefits of diversity and promoting inclusivity in your organization.