In today's fast-evolving organisational landscape, leadership is shifting from a focus on surface-level aspects of culture to deeper, often hidden, factors that influence how organisations function and thrive.
This blog draws on insights from our recent webinar, Beyond the Visible: Organisational Culture and Authentic Leadership. You can watch the full webinar on YouTube.
In the webinar, Jackie Kilbane, Senior Lecturer in Healthcare Leadership & Management and Honorary Fellow, explored the complexities of leadership and culture. She uncovered the factors that shape leadership and culture, and offered insights into cultivating authentic leadership.
The 'iceberg' metaphor: above and below the surface
A core idea explored during the webinar was the 'iceberg' metaphor. Widely used in leadership and organisational culture theories, the metaphor helps us grasp the different layers that exist in both fields.
'Above'
The part of the iceberg above the surface represents the visible day-to-day aspects of an organisation - for example, formal meetings, projects, and processes. These are the public agendas that keep things moving.
'Below'
However, significant factors often lie beneath the surface where emotional experiences, unspoken rules, and private agendas reside - all of which shape and reveal organisational cultures.
These less visible aspects influence organisational cultures just as much, if not more, than the visible elements. While some aspects might be murky or feared, there are also hidden treasures. For example, a sense of belonging and shared purpose, which can positively drive organisational behaviour.
Edgar Schein's layers of culture
Organisational culture is often summarised as 'the way we do things around here', but this definition only scratches the surface. To truly understand culture, leaders must look across deeper indicators, such as espoused values and basic underlying assumptions. Borrowing from Edgar Schein's layers of culture model, we can observe culture in three 'layers':
- Artefacts: these are the visible symbols of culture, such as how people dress, interact, and communicate
- Espoused Values: these are the stated values, mission statements, and goals that reflect an organisation's purpose
- Basic Underlying Assumptions: these are the deepest, often unconscious beliefs that influence how things are done.
These layers often operate in harmony but can sometimes be misaligned. Leaders need to develop the ability to decipher these layers to understand how their organisation truly operates.
The role of leadership in shaping organisational culture
Leaders play a pivotal role in shaping the layers of culture. Their beliefs and values can become embedded in the organisation's culture - influencing and interacting with basic underlying assumptions that guide its direction.
However, when leaders attempt to change these ingrained elements, it can provoke emotional responses. People who are deeply embedded in a particular way of working may react strongly to changes, so leaders must be prepared to manage this effectively. They need to recognise the emotional currents that exist both above and below the surface.
Emotions and the role of reflexivity
An important element in leadership and organisational life is emotion. Emotions, both visible and hidden, can affect people in the following ways:
- How they behave
- What motivates them
- How they respond to change.
In today's society, we're increasingly recognising the role emotions play in leadership. Leaders need to be emotionally attuned to their teams - understanding both the anxieties and hopes driving their actions.
Reflexivity is also critical to leadership. Reflexivity involves self-examination - this is where leaders ask themselves how their own values, assumptions, and behaviours affect their wider organisation. This ongoing process helps leaders remain transparent and aligned with their teams, cultivating trust and authenticity.
Authentic leadership: Transparency and trust
'Authentic leadership' is a leadership style that emphasises:
- Transparency
- Values-based decision-making
- Relationship building.
It has some dovetailing with transformational leadership, but with a distinctive focus on being true to your values and allowing them to guide actions and collaboration. An authentic leader makes their beliefs visible. They foster followership by creating an atmosphere of trust and stability.
In the context of leadership, authenticity relies heavily on self-awareness. A leader must know their own values, beliefs, and motivations, and be willing to make them visible to others. Authenticity also involves accepting diverse viewpoints and creating collaborative relationships with others. This ensures the organisation's culture reflects shared goals.
Navigating hybrid work and cultural tensions
In an increasingly hybrid working environment, balancing organisational expectations with employee needs has become a significant leadership challenge.
Some organisations are calling for a return to the office, while employees often prefer the flexibility of remote working. This tension calls for thoughtful leadership - leaders who can foster engagement and presence, regardless of the setting.
The question is not simply whether one model is more effective than the other, but how leaders can create alignment between their values, organisational needs, and employee desires. It's an ongoing balancing act - one that requires leaders to engage with their teams and be open to feedback, especially in times of uncertainty.
Final thoughts
Organisational cultures and leadership are complex, dynamic, and deeply interconnected. By exploring the visible and hidden aspects of both, leaders can:
- Cultivate authenticity
- Build cultures that foster trust, engagement, and a shared sense of purpose.
It's a journey that requires continuous reflection, self-awareness, and a commitment to understanding the layers that shape how organisations truly function.
Authentic leadership is more important than ever, and it starts with the curiosity to look beyond the visible.
This webinar featured content from our Senior Leader Apprenticeship Programme.
View the full range of professional development courses at AMBS.
