Here's how you can foster a positive company culture through your leadership style.

Starting a company is so hard. You lack resources, have no right to win, don't have enough people, and definitely not enough time. But you have one thing in abundance: Emotional will-power. The spirit of a start-up can take over the world and that starts at the top. A CEO with positive energy who is there for employees and customers sets the tone. Somehow, if you do right by your customer and do right by each other....you make millions.

Take the time to listen to your employees actively. Try to understand your employees as individuals. Each employee has a different background which is driving their behaviors. Emotions are important. Why are they happy or frustrated? Pay attention, and acknowledge their emotion. Provide support...mentorship, and coaching, to help your employees grow. Celebrate success, don't just take it for granted as part of their job. Encourage open and honest conversations. Encourage a work/life balance and continuous learning. Don't use the word failure. It is all about learning.

It all starts at the top and trickles down. The Foundation in business is inverted and Top Down. Also build your top strong and then expand from there. Business is a “Stars” driven endeavor. It’s the Top People who star in the company that move the needle. It’s always better to have less people but all Stars than just a handful of “average” individuals that don’t move the needle.

Your behavior as a leader is closely watched and often emulated by your team. To foster a positive company culture, consistently demonstrate the values and work ethic you wish to see in your employees. If you prioritize respect, transparency, and integrity in your interactions, your team is likely to mirror these behaviors. This creates a ripple effect, establishing a standard for how everyone in the company should conduct themselves.

Absolutely agree. As the old adage goes, actions speak louder than words. Also, people subconsciously learn based on what they see and not necessarily what they're told. As a leader, you've got an opportunity as there are many watching you and your actions define the organisational culture

I think the 1% a day improvement model works best as an example to one-and-all in a leader-mentored group in an organization; Effectively setting the continuous improvement model in action, that is visible, and stimulative by teams; Came across a new lingo as "Mundanity of Excellence", which encourages teams to set the excellence culture as an essential driver for the co-existence of self & the common Good in a competitive environment.

Als Vorbild voran gehen! Als Führungskraft ist es entscheidend, durch persönliches Beispiel eine positive Unternehmenskultur zu prägen. Dazu gehört es, Werte wie Respekt, Offenheit und Integrität vorzuleben und regelmäßig zu kommunizieren. Ein offenes Ohr für Mitarbeiteranliegen zu haben und Zeit für deren Perspektiven zu nehmen, fördert eine Kultur des gegenseitigen Respekts und der Zusammenarbeit. Durch die Anerkennung von Leistungen und das Unterstützen von Work-Life-Balance trägt man zur Motivation und zum Wohlbefinden des Teams bei. Letztlich ist eine kontinuierliche Pflege dieser Prinzipien der Schlüssel für eine langfristig positive Unternehmenskultur und den Erfolg der Organisation.

To empower others is an art! Learning what, when and to whom we delegate, and then having the self restraint to let employees execute, without getting involved, but being there in case we are needed. Mistakes will be made, but that is part of the process of having others grow. Experience will help you develop that sixth sense of what mistakes can be allowed, so you hold back, and when you have to intervene to avoid a bad mistake. Empower: Just do it!

When employees feel genuinely trusted and valued, they’re much more likely to take the initiative. It’s not just about getting their work done; it’s about coming up with creative ways to tackle challenges and finding innovative solutions. This kind of environment encourages everyone to think outside the box and take smart risks, knowing their efforts and ideas are appreciated.

I wish the narrative had highlighted the word *autonomy*. It is such an important part to 'Empower Others'. Give someone autonomy over a problem statement vs empowering them to own a directed solution creates two different experiences.

Great individuals can make a GOOD company, but only a great team can make a GREAT company. Empowering people to become their best selves, to learn to grow, to take risks and sometimes fail ,and learn to work effectively with their teammates is the core of a great culture.

One thing I’ve found helpful is to empower others to be their best. Ask employees about their dreams and goals and help them get there. Enable them to be their best, allowing them to make decisions and contribute their unique perspectives.

An employee empowerment initiative was launched to enhance innovation and productivity. The company implemented a program where software developers could allocate 20% of their work time to personal projects or ideas they were passionate about. One developer, Sarah, used this time to create a new internal tool that streamlined the bug-tracking process. Her project not only improved the efficiency of the development team but also boosted morale as other employees felt inspired by her success. Recognizing her initiative, the company implemented the tool company-wide, demonstrating trust in employees' abilities and fostering a culture of innovation and empowerment.

Empowerment is about Creating the space where employees feel “ safe and excited” to take on new challenges; they feel trusted by their superiors and thrilled about the task at hand. Empowerment is more than waiving a wand and asking people to perform a task: it is about “ convincing” employees that you are entrusting them to lead an initiative.

Déléguer est la clé mais il faut accompagner sans étouffer. Cadrer l’essentiel et laisser faire la suite sans penser que l’on fera mieux car ce sera fait différemment et souvent mieux pour l’entreprise. Le CEO ne peut pas être partout et doit accepter l’autonomie de ces salariés pour pouvoir avancer. Pour l’accepter il faudra faire confiance et la confiance passera par l’acceptation des échecs car c’est le processus.

Los logros tienen muchos dueños pero los fracasos ninguno, por eso es muy importante valorar correctamente los logros de tu personal y saber entender el motivo de los fracasos, como forma de aprender para que no vuelva ocurrir.

My personal communication style is I'm quite straight-forward. I don't beat around the bush nor p*ssyfoot around issues. I've realized throughout the last 20 years of my career that it saves a lot of time as your team doesn't need to second-guess you. But being straightforward must come hand in hand with the "art" of articulating it well. And it truly is an art that one will need to continuously fine-tune as one progresses in his career. Now, communication is like the Shibuya crosswalk in Tokyo. It's not one way. If you have a culture where your managers are not afraid to tell you when they think you're wrong, then that is a fantastic culture. That's the culture that will foster the best ideas.

Transparency is one of my key traits and I have always received positive feedback about it. No matter how difficult the topic is, make yourself vulnerable and communicate openly.

Open communication is the cornerstone of any positive company culture. Based on my years of experience: • Be approachable to ensure your team feels comfortable sharing ideas and concerns. • Provide regular, clear, and constructive feedback to help your team improve and feel supported. • Foster an environment where communication flows freely. • Build trust and a sense of community among employees by encouraging open dialogue. By implementing these practices, you drive the success of your organization.

Open communication can only be achieved with three elements: (1) trust, (2) transparency, and (3) inclusivity. First, your team must trust that it is safe to share new or divergent ideas and that they will not be criticized for having a particular point of view. Second, there must be transparency in decisions that are made (both tops down and bottoms up), which facilitates the flow of information between reporting layers. And, lastly, everyone needs to be included in this communication; it cannot be communication just between a leader and one or two direct reports, but rather that the whole team feels empowered to be a part of the conversation.

One of the most important aspects of open communication is to elevate the ability of a person to ask for help. My company has the “Help Button” concept. We have established a culture where it is acceptable to ask for help from anybody at any time. Too many problems fester because a person may be embarrassed to ask for help or may be overwhelmed by certain tasks. This idea is surprisingly effective.

One scary psychological switch for a startup founder: proactively share the company's biggest risks with your team -- and then make them parties to the solution. It's natural to want to hide bad news in order to avoid attrition. But early startup employees understand startups are risky, appreciate the honesty, and will become more helpful in the solution if they have all the info. Alternatively, if you hide bad news, you'll have less brainpower on your most existential problems so you'll be more likely to fail, and you'll lose your team's confidence since they'll feel gaslit.

El nuevo líder puede y debe mostrarse abierto, transparente y vulnerable frente a sus equipos. Hoy los líderes no son aquellos que tienen las respuestas a todo desafío, por el contrario son aquellos que comunican abiertamente a sus equipos que necesitan ayuda y logran inspirarlos para caminar todos en la misma dirección.

Being transparent and sharing information, to the extent possible, is a great way to get your team to collaborate as they too will share and seek information in an open way… and before you know it, your team will be collaborating in a natural way, without forced processes or unfitting rules. Also, pointing people in the direction of the person on the team that has the best information to answer a question, will avoid the organization from becoming radial, with all requests going to the person at the top.

Encourage collaboration by being collaborative yourself. Lead teams into collaboration and be willing to work through barriers that may arise as collaboration proceeds. Take an active role in encouraging your coworkers to work together. Collaboration is one of the greatest purposes and strengths of an organization. When an company is run by people who truly work together, that company has the power to accomplish its mission.

Fostering a positive company culture through your leadership style involves encouraging collaboration. Create opportunities for team members to work together, share ideas, and contribute collectively to projects and goals. Emphasize the value of teamwork and communication, fostering an environment where everyone feels valued and motivated. By promoting collaboration, you build trust among team members, enhance creativity, and strengthen bonds within the company. This approach cultivates a positive company culture where innovation thrives and employees feel empowered to contribute their best work.

In my experience, collaboration is the most important aspect leading to successful outcomes. All stakeholders in the process must feel involved and important for everything to come together. Constantly encourage people to voice their thoughts on a particular task or process, ask them how they would do it, and encourage people to work on things together so that there is shared learning. This also ensures that individuals understand each other, forming a more cohesive bond amongst them.

Teams are needed everywhere in our connected and multitiered globalized world. The lone wolf times are long gone and replaced by collaboration, strong and dynamic teams with quick response times, greater availability, better work life balance and ultimately less ressources spent on the project or task. Management of teams is a crucial skill and at least for now safe for humans and not to be easily replaced by AI.

I strongly believe that fostering a collaborative environment is essential for driving innovation and achieving our goals. When team members feel comfortable sharing ideas and working together, we break down silos and create a sense of unity. Promoting and facilitating group projects not only leverages our collective strengths but also helps us address individual weaknesses. This approach leads to more robust solutions and a more harmonious workplace. By encouraging collaboration, we can unlock our full potential and achieve greater success together.

First, understand all the strengths and weaknesses of your team members. Then assess their motivation and career/life goals. Tie these together with the cross-team collaboration you would like to see moving forward. The goal is to foster a culture of collaboration, quick feedback, and failing fast. These separate topics will add up to a more streamlined collaboration between different disciplines, as well as a more common understanding of each other's standpoints and potential pitfalls.

In a competitive environment its easy to how knowledge and experience close to one's vest. Encouraging collaboration comes from the top, where secrecy is discouraged and backup for every person and task encouraged. Team members should have primary and secondary responsibilities and others should know what they are and they will be working and sharing with others who are designated.

I agree with my (old) friend Bruce. However, the leader needs to roll up their sleeves and gain the confidence of the team by efficiently performing each of the teams responsibilities proving commitment and the recognition that he/she knows the requirements of each. This will provide a loyalty that will hopefully carry the startup to success. Larry

Culture eats policy for breakfast! You can write policies as much as you like to try to enhance what you want to see, but if you are not living what you values you won’t get what you want to see in your team.

Recognizing achievement is crucial for motivating team members, boosting morale, and fostering a positive work environment. I am a big fan of organizing team lunches, dinners, or outings to celebrate achievements. Create an environment where the team can relax and enjoy their success together. I also think people feel rewarded differently, so perhaps ask or always give three choices and allow people to choose which one they would like. I've also put ten things in a bowl and had them choose two.

Help others to find their own way. Give them the benefit of your experience. Teach and guide them, of course. But it’s important to create situations so they can accomplish for themselves. Then, they will take ownership, feel actualized, and shine.

Recognizing employees achievements in my opinion it’s not enough, you should celebrate such achievements. A celebration is a powerful way to boost morale, motivation, and productivity in the workplace. This reinforces positive behaviors and fosters a culture not only of recognition but of appreciation and celebration. When employees are celebrated for their achievements, they’re more likely to be committed to the organization and motivated to achieve business success. HR teams play a critical role in developing and implementing programs that celebrates those achievements. HR teams can help leaders and managers understand the importance of celebrating employee achievements, because that will unlock their full potential.

At Accenture, we had a very unique internal recognition tool that allowed employees to give compliments, kudos and recognitions for hard work and achievements very easily and openly. In only a few clicks, you could send your colleague a custom or template-based virtual card that recognized his achievement 🚀 The recognitions could be public to all on your profile or private - but really encouraged all of us to take the time to recognize our peer vs stay individualist in our wins. I found that process a great way to encourage employees to take a time to value each other. 👏🏻

Some of the best advice I have ever received came from the late coach of the US Women's National Soccer Team, Tony Dicicco. He wrote the book with the team sports psychologist Coleen Hacket, "Catch Them Being Good." As a leader, it's our job to inspire others to be their best versions of themselves. A great leader isn't about being the best doer. It's about others. That's the rub! It's not about you. It's easy to be critical. To identify and solve problems feels good for the leadership team but it takes a keen eye and attentive listening to notice when your team does well in the everyday subtle moments. Celebrate those publically, authentically and informally and you will see your team thrive and rise.

Recognizing and celebrating achievements, whether big or small, is essential for keeping morale high. At Starbuzz.ai, we prioritize acknowledging individual and team accomplishments regularly. This recognition not only motivates our team but also reinforces the positive behaviors and efforts that contribute to our company's success.

Value your team‘s achievements. In my company, we implemented a session of successes and „happy stuff“, as we called it, during Corona lockdown to keep up the mood in the team and to value what we had. I thought to cancel that meeting, which we held each Friday afternoon, because it occured to me that I could be going on everybody‘s nerves with my unbreakable positivity. But all team members urged me to keep it, honestly. Everybody loves it. And me too.

First and foremost, you need positive people. Beyond personal self-help tactics, employees want to feel happy, confident, and appreciated. This begins by noticing and acknowledging their positive results, skills, and traits. People thrive when they are recognised in a positive light. In the modern tech startup world, culture isn’t just beer on tap and beanbags. It starts with providing a supportive, positive environment, fair compensation, and rewarding outstanding performance. Once these basics are covered, you can add the extra perks. Simply put, decide on the atmosphere you want, list the metrics, and reward people for achieving them. Recognition boosts morale and motivates your team to continue performing at their best.

Acknowledging the hard work and achievements of your team is crucial for maintaining a positive company culture. At Edversity, we prioritize celebrating milestones and providing recognition for individual and team successes. I believe this practice significantly boosts morale and motivates our team to perform at their best. By incorporating regular appreciation into my leadership style, I ensure that everyone feels valued and inspired to contribute to our collective success. This not only strengthens our team but also fosters a supportive and engaging work environment.

Invest in yourself. Grow yourself, grow your company. Top entrepreneurs invest in themselves, knowing that this will have a great impact on their company. Lead by example.

I'll broaden this topic so it's more about continuous learning throughout our startup's journey. Two questions I like to pose to the team on a regular basis: 1. If there's been a major technological change (e.g. low cost GenAI), then we ask -- what would we have done differently if this technology existed when we started this product? 2. If we've just met with a potential customer, we ask -- what did we just learn from them and what are the opportunities? That doesn't mean we act on them, but everyone's expected to note something. More often than not, there's something we can do immediately. String together 50-100 of these small tweaks and we will be a lot closer to achieving product market fit.

Leading a growing company is like surfing a wave—if you stay rigid, you’re going to wipe out. Be ready to adapt your leadership style as the company evolves. Sticking to a static approach? That’s like bringing a spoon to a knife fight. Stay in tune with your team’s needs and the ever-changing workplace dynamics. Be willing to pivot, tweak, and adjust your approach. Flexibility isn’t just a nice-to-have; it’s your secret weapon to keep innovation and engagement alive. Keep your company culture as fresh as your playlist, and you’ll ride those waves straight to success.

You want a team of leaders that embrace a shared vision and set of values to drive commercial success. Vision and value are the foundation. Leaders need to help the team embrace the collective vision for a future which is believable, aspirational and motivational. Actions need to be tightly integrated with the vision to get people to commit and engage. Otherwise, people recognize that the vision is just a fantasy and they are not vested in it because they realize it's not real. Leaders are the tuning fork to ensure the team is properly tuned to play together. Resilience and adaptability are core values that need to be in the DNA of every organization.

Adapting leadership styles as the company evolves is crucial to maintaining innovation and engagement. At Edversity, I've learned that a static approach can hinder growth and stifle creativity. It's essential to stay attuned to the needs of the team and the dynamics of the workplace, making adjustments as necessary. Flexibility and responsiveness in leadership ensure that our company culture remains positive and conducive to success. By embracing change and being open to new approaches, we can continue to inspire our team, foster innovation, and drive our mission forward.

Adapting style is actually critical to not just the company’s broader culture, but to individual team members working with you as well. It can significantly improve mutual communications and understanding - allowing you and your teams to be more agile and efficient together.

Pivot, dodge, duck, roll, pivot, focus!! A static approach can stifle innovation and engagement, it's stubborn and guarantees failure. Stay attuned to the needs of your team (and individuals), their dynamics, and be willing to 'on-guard' to make adjustments. 1. Stay Attuned: 2. Embrace Change: 3. Encourage Feedback 4. Be Flexible: Be willing to adjust your leadership style and strategies as circumstances change. 5. Lead by Example: Demonstrate adaptability and a willingness to evolve in your own behavior and decisions.-> be humble. In essence, adapting and evolving your leadership style is about being proactive rather than reactive,

Un leader devrait toujours être en train de lire un livre, de se former, d’apprendre de nouvelles compétences. Dans un monde qui change, celui qui ne participe pas au changement recule.

Regularly seek feedback from team members on workplace practices and be open to implementing changes based on their input. Stay informed about industry trends and emerging best practices to ensure your company remains competitive and relevant. This adaptability in leadership not only keeps the organization dynamic and forward-thinking but also demonstrates a commitment to continuous improvement.

You have to create an environment where your team are emotionally and psychologically safe. You need to embrace the difference in people and their views. And finally you need to empower them

Be bold, authentic and driven by a purpose that genuinely seeks to make things better - culturally, economically, environmentally and socially. No-one ever made history by honouring the status quo. No-one ever got inspired by doing what everyone else had always done. Oh and be a lifelong learner. Anyone who tells you they don't need to learn something is a fraud.

Align them with the mission of the company, why is it important, innovative and what impact it will have on the world. Instill in them why their work is important for the company and its mission.

Stop micro-managing people and let them excel at what they are best at. You don’t always have to be the smartest person in the room, and finally stop telling every customer that you’re the only person at the company who makes all the decisions.

In my experience, leadership is not about setting yourself apart but rather working consistently as a functionally and contributing member of the team. Being visible is a part of a good leader, being accessible and actively part of the day to day business, while holding the flame of the vision and direction of the team is part of being a great leader. In my career to date, I’ve been fortunate enough to have teams where I’ve been able to comfortably join and participate in every aspect of the business with the folks on the front line of each of those teams. By comfortable, I’m referring to the comfort of the team members, not my own comfort. Every person is important!

Something really important to consider is that if we want people to collaborate, we must make it safe for them to make mistakes. Organizations that say, they embrace mistakes while punishing failure will never create an environment where highly creative people can collaborate. Give your people the space to be all of who they are, and they will very pleasantly surprise you!

Sense of belonging. Everyone wants to belong somewhere atleast. Considering we spend upto three quarter of our day at work, it's at work that we create most of our relations. Thus your leadership style should accomodate each person make them heard not just seen. Allow them to put their two scents on table at the earliest opportune available.

Company with people having a sense of ownership is the best organization Everyone should have respect and empathy for each other rather than jealously and interpersonal conflicts This can be eliminated by providing all equal opportunity to contribute, point out flaws and be heard. Respecting views of all and also appreciating the meaningful constructive inputs will motivate all to participate in achieving common goals People will unite in groups to compete with each other to excel and bring quality to overall performance People with positive mindset, zeal to excel together are the most valuable asset to any company and LEADERS task is to ACHIEVE THIS .. and lead all towards common laid down short and long term goals of the company