How Leadership and Organisational Culture Resemble Board Games: Game Setup

In this article, we'll explore how organisational values form the foundation of your cultural game board. You'll discover how different leadership styles come into play, much like the unique movements of game pieces. We'll also delve into innovative leadership techniques that act as special moves, giving you an edge in fostering a successful culture. By the end, you'll gain insights into winning strategies that can help you create a thriving organisational environment, just as a skilled player masters the intricacies of their favourite board game.

Game Setup: Establishing Organisational Values

Just as setting up a board game requires careful preparation, establishing organisational values forms the foundation of your cultural game board. These values serve as the guiding principles that shape the behaviour and decision-making processes within your organisation.

Core Principles

To begin, you need to clearly define your organisation's core principles. These are the fundamental beliefs that drive your company's mission and vision. Think of them as the game's rulebook, providing a framework for how players (employees) should interact and make decisions. When establishing these principles, it's crucial to involve stakeholders at all levels of the organisation. This collaborative approach ensures that the values resonate with everyone and creates a sense of ownership [1].

Consider using tools like Values Cards to help your executive team identify and articulate the most relevant values for your organisation. This process allows you to select values that align with your strategic goals and reflect the culture you want to cultivate [1].

Cultural Norms

Cultural norms are the shared expectations and rules that guide people's behaviour within your organisation. They're like the unwritten rules of the game that everyone understands and follows. These norms can have a significant impact on your organisation's success or failure [2].

To establish healthy cultural norms, leaders must be mindful of their own conduct and communication. The tone set at the top influences the entire organisation and contributes to the existing cultural norms in practise [2]. By consistently demonstrating behaviours that align with your stated values, you create a sense of authenticity and trust among employees [3].

Shared Goals

Shared goals are the objectives that unite your team and drive them towards a common purpose. They're like the winning conditions of your organisational game. These goals harness the combined power of each person's perspective, needs, and expertise to create a clear and mutual path forward [4].

To encourage shared work goals, start by clearly defining your organisation's overall objectives. Ensure these goals are well-communicated to all team members, so everyone understands the larger mission. Create a collaborative environment that fosters open communication and mutual support. This approach allows team members to feel comfortable sharing ideas and working together towards common objectives [5].

Remember, establishing organisational values is an ongoing process. Like a well-designed game, your cultural framework should be adaptable and open to refinement as your organisation grows and evolves. By focusing on core principles, cultural norms, and shared goals, you create a solid foundation for your organisational culture, setting the stage for success in the game of leadership and organisational dynamics.

Gameplay: Leadership Styles in Practise

In the game of leadership and organisational culture, different leadership styles come into play, much like the unique movements of game pieces on a board. Understanding and adapting these styles can significantly impact the success of your organisation.

Authoritative vs. Collaborative Approaches

Authoritative leadership, often described as a "do what I tell you" approach, focuses on execution, results, and discipline. In this style, the hierarchy is crucial, with decision-making power attributed exclusively to the leader. While this approach can provide clear direction and swift decision-making, it may stifle creativity and employee engagement.

On the other hand, collaborative leadership emphasises cohesion, cooperation, and partnership. This style creates strong bonds between team members, fostering a sense of belonging and solidarity. It's particularly effective in small teams or during periods of change and stress, where encouraging unity is crucial.

Collaborative leaders invite discussions to generate ideas, hoping to reach a consensus that benefits the entire organisation.

Adapting to Different Situations

Effective leaders understand that no single leadership style fits all situations. You need to be flexible and adapt your approach based on the circumstances, your team members, and your personality. For instance, in high-pressure situations with tight deadlines, a more directive approach might be necessary. However, when dealing with complex problems or when team members possess diverse expertise, a participative style could yield better results.

Situational analysis plays a crucial role in leadership adaptation. By conducting an in-depth assessment of each situation's specific demands and challenges, you can tailor your leadership style effectively. This awareness enables you to align your approach with the needs and expectations of your team and organisation.

Building Alliances

In the game of leadership, building alliances is akin to forming strategic partnerships in board games. These alliances can significantly influence your organisation's success. To build effective alliances, start by identifying potential partners who share a strategic vision for mutual growth and benefit. This involves assessing their competencies, market positions, and any synergies that could be achieved through collaboration.

Engagement with your organisation's leadership is crucial, as their backing can lend significant credibility and resources to the alliance. Beyond leadership, it's essential to secure buy-in across key stakeholders and teams, including mid-level managers, technical experts, and operational staff. Their support can help facilitate smoother integration and cooperation between partnered organisations.

Remember, a strategic partner should drive your business strategy forward in a way that would not be possible through solo endeavours. However, it's important that both partners remember that any alliance should be mutually beneficial. As partners, you should share skills and resources to help one another achieve goals that you couldn't alone – it's a simple case of 'two heads are better than one.'

References

[1] - https://www.cornerstoneondemand.com/resources/article/6-steps-defining-your-organisational-values/

[2] - https://www.srainternational.org/blogs/srai-news/2022/05/12/cultural-norms-in-the-workplace-and-leadership

[3] - https://www.linkedin.com/pulse/leadership-organisational-values-amira-a-

[4] - https://lucidspark.com/blog/how-shared-goals-can-help-your-company-succeed

[5] - https://themotivationagency.co.uk/shared-work-goals-how-do-you-make-them-work/