The capacity to motivate a group of people to realize a vision or set of goals is known as leadership. I’m sure we’ve all had different experiences when it comes to leadership - perhaps some are positive, negative, or neutral memories - but I think we can all agree that being in leadership is a significant role and may not be as easy as it looks. Part of the complexity is organizational culture which refers to the shared values, beliefs, norms, attitudes, and behaviors that define how members of an organization interact with each other and with people outside of the organization. Organizations need to have leaders that will make a positive impact, help enhance the entire organizational structure, and everything in between to ultimately make the organization successful.

I’ve worked in different types of settings as a Board Certified Behavior Analyst (BCBA). As a BCBA, I apply the application of behavior analysis to help individuals improve socially significant behaviors and skills. I am responsible for registered behavior technicians who help implement the client’s or student’s behavior intervention plans. I’ve worked in clinics, in-home services, and schools which has brought different experiences with the concepts of leadership and organizational culture.

The work culture for a BCBA can be very different for everyone. We tend to be committed individuals who strive to implement evidence-based practices, engage as collaborative team members, make data-driven decisions, treat our clients with dignity, and so much more. Since we are dealing with lives, it’s crucial to have impactful leaders; however, that may not always be the case.

Because we prioritize the lives of others, our field can be quite exhausting. Our commitment to change isn’t always linear and, certainly, any job can be exhausting! So it’s important to have leaders that will help provide the support that you need. It’s important that the leaders align with the organization’s mission too.

Below are some tips from my personal experience that I believe will enhance your leadership’s roles to make a positive influence within the organizational culture.

     Establishing the vision, missing, and values of the organizations which should be         the organization’s mission.

     Leaders should be aware of their actions (e.g., behaviors, attitudes). When we             adapt our values and behaviors, it reinforces cultural norms and expectations.

     This is where transparency is key to build trust and honesty.

     Leaders make strategic choices that align with the organization’s values and
     cultural norms.

     Involving others during the decision making process makes employees feel heard       and empowered. This perhaps may enhance their motivation which may 
     influence the success of the organization.

     Aligning corporate acknowledgement with organizational values with rewards.

     Foster a culture which embraces innovation and continuous improvement.

One of my former supervisors always used to refer to the saying, “the rat is always right.” While there might be some traits that are great (e.g., goal oriented, charismatic, social, dominant), I also learned that transformational leadership is something I closely relate to as I like to encourage others around me and work as a team. I like to be supportive and provide a space of participation to observe how I can learn from my supervisees; however, if my team is not understanding, I need to improve my way of teaching to match the style of my team.

I believe leadership has profound influence on the organization's culture by setting the tone, modeling behaviors, communicating values, making decisions, and navigating change. By aligning our actions with the organizational culture we desire, leaders can shape a positive and supportive environment that enhances morale, performance, and organizational effectiveness for everyone around us.