Each work community has a culture of its own, shaped by the inner leader or by chance.
The inner leadership techniques keyed to creating the work community revolve around the leader’s values. The leader’s values condition member actions, beliefs, and behavior; become the nucleus of group culture; define the group’s core values; and embody its spiritual essence.
The work community’s culture acts as an emotional filter that can block acceptance of alternative cultures—even the parent corporate culture.
The leader’s vision, values, and behavior are more powerful in shaping member action than are official policies and procedures.
Inner leadership flourishes in a culture that values both group member growth and high-quality performance.
The task of creating and maintaining culture is essentially a values displacement activity.
Modern life has isolated most people from their traditional communities of family, farm, and neighborhood, the traditional sources of personal, intimate spiritual regeneration. Today, they are seeking this support from their work.
Have I established a culture that encourages new ideas and independent thought that enhances the work community’s values?
Do I encourage teamwork, inspire cooperation, and otherwise encourage member behavior toward collegial action to accomplish the community’s goals?
Do I understand the main elements of work-community structure and leadership and use them in helping my work community be successful?
What are some of the major forces affecting modern work communities? How may the inner leader use these forces to help his or her followers be more productive?
Describe the processes and techniques inner leaders use to serve their followers. How many of these do you use in your work as an inner leader?
Building community is a continual role inner leaders play. Which of the elements of this process are most important? Explain.