Last week, two pieces of research on the @OxfordReview portal about the concept of Just Culture caught my eye. Just Culture emerged in the 1980s from the aviation sector, from the analysis of air crash investigations, which examined technical failures, and also delved into the human aspect - training and organizational culture. They discovered that in most cases, staff members knew about the precursors to many accidents but remained silent, fearing reprimand or humiliation. The consequences were horrific.
For the same reasons, Just Culture subsequently found a solid footing in healthcare and has steadily spread its influence across various other sectors.
As a new executive (or any executive, for that matter), this might be just the compass you need.
Just Culture extends beyond the concept of psychological safety. Its purpose is to fundamentally transform how organizations approach accountability, creating a space for this to coexist harmoniously with continuous learning. In Just Culture, team members are encouraged to voice concerns openly, enabling systemwide learning to enhance safety and improve performance.
The Foundations
At the core of Just Culture are four pillars that hold everything together:
- Leadership Commitment: It starts at the top with leaders who talk the talk and walk the walk, embodying the principles of Just Culture in every decision. They set the tone for the entire organization.
- Clear Accountability: It's essential to differentiate between honest mistakes, risky behavior and outright recklessness. Just Culture champions an appropriate response to each of these. Whilst responses will differ, all focus on enabling learning, not pointing fingers.
- Open Communication: The heartbeat of Just Culture is dialogue. Creating an atmosphere where everyone feels safe to speak up is essential for collective growth and improvement.
- Education and Training: Empowering your team with knowledge about Just Culture principles and their day-to-day application is essential. Bear in mind though, that all the training in the world won't enable a Just Culture if the first pillar is not in place!
These pillars are the cornerstones of Just Culture, nurturing the emergence of a resilient and adaptable organization.
It's not that easy to achieve, though!
Stepping Up Without Treading On Toes
Embarking on cultural transformation is a daunting prospect at the best of times. As a new executive, the prospect can be downright scary. You want to make your mark without unsettling the established order - a tightrope walk between the old and the new. It's a delicate balance!
Here are five ways to get started:
- Lead by Example: Actions speak louder than words. Living out the principles of Just Culture in your daily actions sets a strong precedent and demonstrates the tangible benefits of change.
- Create Allies: Seek out and team up with like-minded influencers within the organization. Their support can amplify your efforts, helping to intertwine new ideas with the existing cultural fabric.
- Build Bridges with Empathy: Understand the perspectives and concerns of your fellow executives. Respecting the current culture while demonstrating the value a Just Culture adds can gradually turn skepticism into support.
- Communicate Transparently: Engage in honest discussions about your objectives, the rationale behind them, and help others understand what you want to achieve. Transparency is key to building trust and facilitating a smoother cultural shift.
- Measure Incremental Change: Rome wasn't built in a day, and cultural evolution is a process. Acknowledge and celebrate each step forward, using both successes and challenges as opportunities for learning and growth.
Steering a cultural shift is no easy task, particularly for those new to executive roles. Yet, by applying these strategies thoughtfully and adhering to Just Culture principles, you can begin guiding your organization through this transformative journey, increasing your leadership visibility and impact while maintaining your integrity and building positive relationships.
Courage and Authenticity
As a new executive, encountering barriers to a Just Culture can profoundly test - and ultimately strengthen - your personal leadership ethos. It's natural to feel frustrated or disillusioned when you're faced with resistance or entrenched biases. Yet, these very challenges carve out wonderful opportunities for your growth and authenticity in leadership.
Cultivating a mindset of courage and authenticity begins with introspection—reflecting on your core values and how they guide your leadership approach. Lean on these. Embracing vulnerability, not as a flaw but as a signal of strength, enables you to lead with genuine conviction.
When faced with opposition, approach it with empathy, striving to understand the root cause of the resistance. Resistance is simply a symptom of an underlying fear or concern. Once you uncover what this is, you can address it. The goal is not to win every battle but to build a foundation of trust, respect and shared commitment to improvement.
Leading change, especially in the culture space, requires patience, resilience, and a deep belief in the possibility of transformation. Sharing your journey candidly, including the setbacks and the triumphs, exhibits the principles of Just Culture. Your authenticity can dismantle barriers and encourage a collective movement towards a more just and open workplace.
Final Reflections
Stepping into an executive role for the first time is like navigating a new city without a map; exciting, a bit daunting - and definitely an adventure worth taking!
The challenges you'll face along the way are merely stepping stones towards growing your executive presence and building a more resilient, fair, and ultimately more successful organization. As you embody the principles of Just Culture in your leadership style, you pave the way for others to follow, creating a legacy of positive impact that extends far beyond your tenure.
This article is part of my LinkedIn newsletter, "Bridge the Gap", to equip first-time executives with practical ways for bridging the significant gap between management and executive leadership. Click +Subscribe at the top of this page if you'd like insights like this each month.
Explore my website for more information, including the global "Mind the Gap" Research Report that led to this work, more free resources, and our individual and group programs to help you quickly create impactful value early on in your new executive role.
Or message me on LinkedIn, and let's connect!
This article originally appeared at www.supralimina.com
About Barbara Walsh
Barbara Walsh is a Master Executive and Leadership Team Coach, based in London, UK. She has spent the past fifteen years and thousands of hours working with organizational executives and leadership teams as a coaching consultant, partnering with global thought leaders, and as faculty training the coaches working with some of the world's leading companies. She holds Chartered Fellowship status with the Chartered Institute of Personnel and Development (FCIPD).
