July 22, 2025 • 16 mins
Leadership integrity isn't optional – it's the heartbeat of organizational culture. When a CEO's personal choices make headlines at a Coldplay concert, it reveals a troubling truth: character failures at the top send ripples throughout entire companies.
The evidence speaks volumes. Studies show 80% of employees believe leadership behavior (not words) defines cultural norms, while companies with engaged employees perform up to 202% better than those without. As scripture reminds us, "the student is not above the teacher" – your actions as a leader become the blueprint others follow.
Great leaders shape positive cultures through five key practices: walking in transparency by owning mistakes, protecting healthy boundaries in workplace relationships, leading by example rather than exception, addressing toxic behavior swiftly regardless of performance, and for those of faith, inviting spiritual discernment into decision-making. Each practice creates psychological safety that drives innovation and engagement.
When leaders inevitably stumble, restoration must be the focus. This means honest acknowledgment without spin, protecting those impacted, inviting genuine accountability (not just PR fixes), and starting fresh with authentic humility. Remember - culture isn't just an HR slogan. It's the foundation of trust, retention, and organizational health.
Whether you lead a major corporation, a small team, or simply influence others through your daily interactions, your character creates someone's workplace environment tomorrow. The small integrity choices you make today ripple outward in ways you may never fully see. Let's commit to leading in the light, recognizing that who we are ultimately matters more than what we say.
Visit www.hollycurby.com for more information and to sign up for the monthly Holly's Happenings e-newsletter. Holly's Highlights podcast and the opinions and ideas shared within it are for entertainment purposes only. The advice should be confirmed with a qualified professional.
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Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 1 (00:01):
Hi, friend, welcome to Holly's Highlights, a podcast
designed to encourage, inspireand equip you to intentionally
live your life full of purpose.
I'm your host, holly Kirby,motivational speaker, leadership
cultivator, marketingstrategist and personal
cheerleader.
Let's check out today'shighlights.
Wanting to grow in yourleadership role.
(00:23):
Real leadership starts withinner work refining your
character, facing your pain andleading with integrity.
In my book, facelift EmbracingHope Through your Heartaches,
discover how your greatestchallenges can become the
foundation of authentic,transformative leadership.
Start your journey today.
Purchase Facelift on Amazon orwherever books are sold.
You don't need to be perfect tolead, but you do need to be
real.
Start the work that matters.
Pick up your copy of Facelifton Amazon or wherever books are
(00:44):
sold.
You don't need to be perfect tolead, but you do need to be
real.
Start the work that matters.
Pick up your copy of facelifttoday.
Welcome back to Holly'sHighlights podcast.
Now, if you've been with us fora bit, you know we cover
leadership, businessrelationships, personal
development, blending bothpractical tools with spiritual
and emotional insights.
(01:05):
And as our focus is toencourage, inspire and equip
each other to intentionally liveour life full of purpose, that
doesn't come without tacklingeven the hardest or
uncomfortable topics.
As we often look at our rolesas leaders in the workforce.
At home, at school or even inour communities, we bring
leadership into the light ofintegrity, purpose and faith.
(01:25):
At school, or even in ourcommunities, we bring leadership
into the light of integrity,purpose and faith.
So today we're going to lookinto how leaders, especially
those at the top, set the tonefor company culture.
Now you may be starting tograsp where this is headed.
Yes, let's start with aheadline that's been turning
heads recently.
Coldplay concert reveals CEOallegedly involved in workplace
(01:49):
affair.
Now, regardless of the details,the implications are clear.
When a leader's integrityfalters, especially in public,
it sends ripples not justthrough PR channels, but
straight into the heart of thecompany's culture.
Today, we're unpacking whatthis means how leaders shape the
(02:12):
values of their organizationsand how you whether you're a CEO
or a team lead can lead withcharacter that uplifts, not
undermines, your company'sculture.
Let's look at the influence ofleadership on culture.
Culture let's look at theinfluence of leadership on
culture Now.
According to the England-basedcompany UJJI, 80% of employees
say leadership behavior, notjust words, defines culture
(02:33):
norms.
92% of executives agree thatstrong company culture drives
business success and 73% ofleaders have left jobs because
of poor culture.
Team Stage shares thatcompanies with engaged employees
perform up to 202% better, andWikipedia reports that having
(02:55):
engaged employees produces 13.9%turnover versus 48.4% at low
culture firms.
Leadership integrity isn'toptional, my friends.
It fuels engagement and loyaltyand even productivity.
Culture isn't just somethingwritten on a wall.
It's modeled through actionsand words and character.
(03:15):
Now, when a CEO engages inquestionable behavior, it
doesn't stay personal.
It becomes a signal, a cue toeveryone in the organization
about what it really isaccepting.
People often say that cultureeats strategy for breakfast, but
I'd add to this leadership setsthe table.
When the leader acts withintegrity, transparency and
(03:39):
humility, it's contagious.
But when they're dishonest ordo things in secret or abuse
their power, that's going to roteverything and spread faster
than we realize.
Let's look at scripture.
We're reminded in Luke 640, thestudent is not above the
teacher, but everyone who isfully trained will be like their
(04:00):
teacher.
So whether you're leading aFortune 500 company or a startup
team, your life becomes theblueprint that others will
follow.
So what are five practical waysthat leaders can set a healthy
tone?
Number one walk in transparency.
Apollo Tech LLC reports that75% of employees list effective
(04:24):
communication as the topleadership trait Great leaders
admit mistakes and embraceaccountability.
I'll never forget when I madean error with a cashback back at
my first job as a customerservice supervisor.
Now, as soon as I realized mymistake, I let my boss know, and
my team also, as it impactedsome of them.
But to my surprise andgratitude, my boss showed me so
(04:47):
much mercy and my team respectedme even more for it.
I am so thankful I learned thatlesson young, as it truly has
been a pillar in my leadershipthroughout the years.
So how can we implement this asa leader?
Start holding a ask me anythingsession with your team, whether
this be monthly, quarterly, ina group session or via
(05:08):
one-on-ones, or even submittingemails.
No scripts, just real answers.
You can even publish aquarterly performance and
culture metric.
Proverbs 10.9 reminds us thatwhoever walks in integrity walks
securely, but whoever takescrooked paths will be found out.
Number two protect healthyboundaries.
(05:31):
Arbinger, a company thatdevelops high impact leaders,
warns that executiverelationships can lead to
favoritism, morale drops, evenharassment claims.
Don't mix personal intimacywith professional power.
Affairs or favoritism breaktrust and they can destabilize
your team.
Now I was 15 years old when Iwas babysitting for a powerhouse
(05:55):
couple.
Oh, how I admired this couple.
I looked up to that lady andjust thought she was such a
woman of elegance and grace.
That is until I saw her gettinga little too intimate with a
man at a restaurant who was nother husband.
My friends create clearrelationship policies and then
(06:15):
model them.
When I was married, I used tohave to meet with my graphic
designer, who was male, and Imade sure to always leave the
door open whenever we were in ameeting, and if we had to meet
outside of my office, I alwayshad clear communication about it
with my prior husband prior tothe meeting and after the
meeting too.
We even have a policy in effectin my current work of leaders
(06:37):
can't date anyone within theorganization period.
Again, create those boundariesfor yourself and then follow
them.
Proverbs 4.23 tells us above allelse, guard your heart, for
everything you do flows from it.
Number three lead by example,not exception.
(06:59):
In other words, live yourvalues daily.
Flair HR states that 70% ofteam motivation and satisfaction
is shaped by leaders.
Don't expect values you aren'tliving Now.
I once worked at a companywhere it was clearly do as I say
, not as I do.
It created quite the topic ofconversation for the team to
(07:22):
bond over, but it also createdresentment and confusion of what
those lines were.
So, leaders, audit yourself anddo these value audits often.
Are your actions and yourdecisions rightly aligned with
what's on paper, or in otherwords, do your actions reflect
the values on your company's?
About us, page 1, peter, 5, 2through 3, tells us be shepherds
(07:46):
of God's flock, not lording itover those entrusted to you, but
being examples to the flock.
Number four address toxicityswiftly Now I'm not talking
about the Taylor Swift swiftly.
I like how the Guardian puts itJekyll and Hyde leadership.
So inconsistent behavior ismore damaging than constant
(08:08):
cruelty.
Don't let stars get away withbad behavior because they
deliver results.
Unfortunately, I am well versedin this behavior too, where
one's corrupted behavior wasoverlooked until it all came to
a head and although the personwas then fired, the behavior was
ignored far too long in secrecy.
Behavior was ignored far toolong in secrecy.
(08:33):
I also am forever grateful toone who once learned of
someone's poor choices and theywent and addressed it
immediately with them.
So, no matter what form ofleadership you serve in, define
those cultural red lines andthen reward values, not just
performance.
Matthew 18, 15 through 17 isquite fitting here.
If your brother or sister sins,go point out their fault, just
(08:55):
between the two of you.
Now, if we unpack all of thesesteps to deal with such behavior
, they're basically go to theperson privately.
If no one repentance or thereisn't repentance from that
person, then bring witnesseswith you.
If there's still unrepentance,so that person is not repenting
of their behavior, then involvethe church or again company body
(09:18):
.
Then If they refuse, even thendisassociate.
So if this one trips you up oryou're just curious to dive
deeper here, then I'd encourageyou to check out Holly's
Highlights, season 3, episode 8,on how to have tough
conversations.
It'll help you go a little bitmore deeper into addressing
toxicity swiftly.
(09:40):
Number five invite spiritualdiscernment.
Now this one is for those whohave a personal relationship
with the Lord.
Wikipedia put it plain andsimple Psychological safety
drives innovation, idea sharingand engagement.
As Christian leaders, we shouldseek God's wisdom, not just
(10:04):
charisma.
Oh, how I envy those workplaceswho are able to start a meeting
in prayer.
If you're in an environmentthat allows such thing, try it.
Try just starting yourleadership meeting with prayer.
And if you aren't, have youtried coming into work early to
prayer walk your office or yourhallways, or prying to going
into a meeting, even justpraying silently.
You can also encourage airreporting without fear within
(10:26):
your business too.
That is a form of spiritualdiscernment.
James 1.5 tells us if any ofyou lacks wisdom, you should ask
God, who gives generously toall, without finding fault, and
it will be given to you.
You can also look at Proverbs10.9, as it directly relates
with integrity.
Now, let's face it, we're allhuman, and guess what?
(10:47):
Humans fail.
Maybe it's not a celebrity CEO,but maybe it's someone in your
church, your company or evenyourself.
So what do we do when leaders,including us, fail?
Because let's make sure we'reon the same page.
Our focus is on restoration,not on ruin.
(11:09):
Well, the first step of fourname the issue honestly, don't
excuse it or cover it up.
Just be vulnerable, raw andreal.
Own it, avoid spinning it ordoing any sort of cover up.
Number two protect the communityor your teams, so safeguard
those that are impacted.
Culture thrives in safety.
(11:31):
Meaning address the, but ensurefairness.
Now my kids know that they cancome to me with anything and
everything.
I want them to feel safe Fromthere.
We'll work on it together.
Their failure doesn't have tomake headlines or be the tea at
a women's or mom's get together.
They can fail forward with me.
I actually pray for my childrento get caught in the little
(11:54):
things so that they don't getinvolved in the big things.
But we aren't going to ignoreour failure either.
Again, check out episode eight,season three.
We really dive into all of thisthere.
Number three inviteaccountability, not just PR
fixes.
Our failures don't need to besugarcoated nor swept under the
(12:15):
rug.
Learning how to own ourfailures is part of developing
good character.
Those lessons can only betaught, not bought.
There is a release from the CEOthat was involved in the
scandal mentioned earlier thatis circulating and, regardless
of his authenticity, in thatletter it begins with an attempt
(12:36):
to address the issue and thenkind of own it, but it concludes
with basically saying thiswould have happened if people
would have kept their people'spersonal life personal and their
business out of it.
That totally negates everythingthat he was trying to do,
supposedly, in owning it.
(12:56):
So instead of trying to spin itin any way or placing blame
other places or thinking a PRstatement is going to make it
all go away, hold yourself andothers accountable, own it.
And then, number four startfresh with humility.
Again, that restoration pieceright.
Failure doesn't have to befinal, but restoration starts
(13:20):
with both humility andrepentance.
Not just a sorry for gettingcaught, but repentance is
genuine and comes from the heart.
Failure doesn't have to befinal, but it can be a turning
point.
Galatians 6.1 tells us,brothers and sisters, if someone
is caught in a sin, you wholive by the Spirit should
restore that person gently.
(13:43):
So what can we take away fromour time together today?
Well, I think three things.
Mainly, leadership isn't justabout what you say, but it's who
you are.
Often the data will confirmthat integrity, clarity and
safety all help fuel performanceand retention.
So leadership isn't just aboutwhat you say, it's who you are.
(14:04):
Second, culture followscharacter, with real financial
and emotional impact.
Now in season one I think it'slike episode four or five.
Right around there we have anepisode on leaders of character.
That would be a good one tocheck out too, because culture
(14:24):
follows character.
And then, third, small cracksat the top become earthquakes at
the bottom.
So leadership missteps resonatecompany-wide.
The affair at the top of theconsort incidents.
Company might feel far removedfrom your everyday, but the
principle is close to home.
Who you are shapes where yourteam is going.
(14:49):
Now, if you want to go deeper onthis topic, here are some
powerful resources I'd recommendto you.
First off, if you're intoreading, try out the books
Integrity by Dr Henry Cloud, ora new one I'm starting is
Culture Code by Daniel Coyle.
This one has data backedstrategies if you really need
the data behind things.
Another one is if you'relooking for good accountability
(15:09):
through a daily devotional, sosomething that keeps you on
track each day, there'sLeadership Promises for Every
Day by John C Maxwell.
Leadership Promises for EveryDay by John C Maxwell.
Then, of course, for those whoare busy and on the go so a
podcast works best there's theEmotionally Healthy Leader by
Pete Cesarro.
And if you need to listen tomore but you want in depth,
there's the sermon CharacterOver Charisma, and it's
(15:31):
available on YouTube from Churchof the City.
I think it's also available ontheir blog.
Leaders, every choice signalswhat, culturally, is acceptable.
The culture you create todaybecomes someone's workplace, or
even environment, tomorrow.
So make yours count.
Let's lead in the light.
Culture isn't just an HR sloganeither.
(15:53):
It's the heartbeat ofperformance, retention and even
trust.
If this episode challenged orencouraged you, would you share
it with another leader, anddon't forget to subscribe and
leave a review.
It really helps us reach morechange makers like you.
Until next time, stay rooted,stay humble and lead well, and
(16:13):
know that I'm praying for you onthis one and always cheering
you on that.
(16:40):
I'm praying for you on this oneand always cheering you on
review or, better yet, subscribe.
We can also stay in touch byjoining my email list at
hollykirbycom.
That's H-O-L-L-Y, c-u-r-b-y dotcom.
Until next time, make it agreat day for a great day.
Hi, friend, welcome to Holly's Highlights, a podcast
designed to encourage, inspireand equip you to intentionally
live your life full of purpose.
I'm your host, holly Kirby,motivational speaker, leadership
cultivator, marketingstrategist and personal
cheerleader.
Let's check out today'shighlights.
Wanting to grow in yourleadership role.
(00:23):
Real leadership starts withinner work refining your
character, facing your pain andleading with integrity.
In my book, facelift EmbracingHope Through your Heartaches,
discover how your greatestchallenges can become the
foundation of authentic,transformative leadership.
Start your journey today.
Purchase Facelift on Amazon orwherever books are sold.
You don't need to be perfect tolead, but you do need to be
real.
Start the work that matters.
Pick up your copy of Facelifton Amazon or wherever books are
(00:44):
sold.
You don't need to be perfect tolead, but you do need to be
real.
Start the work that matters.
Pick up your copy of facelifttoday.
Welcome back to Holly'sHighlights podcast.
Now, if you've been with us fora bit, you know we cover
leadership, businessrelationships, personal
development, blending bothpractical tools with spiritual
and emotional insights.
(01:05):
And as our focus is toencourage, inspire and equip
each other to intentionally liveour life full of purpose, that
doesn't come without tacklingeven the hardest or
uncomfortable topics.
As we often look at our rolesas leaders in the workforce.
At home, at school or even inour communities, we bring
leadership into the light ofintegrity, purpose and faith.
(01:25):
At school, or even in ourcommunities, we bring leadership
into the light of integrity,purpose and faith.
So today we're going to lookinto how leaders, especially
those at the top, set the tonefor company culture.
Now you may be starting tograsp where this is headed.
Yes, let's start with aheadline that's been turning
heads recently.
Coldplay concert reveals CEOallegedly involved in workplace
(01:49):
affair.
Now, regardless of the details,the implications are clear.
When a leader's integrityfalters, especially in public,
it sends ripples not justthrough PR channels, but
straight into the heart of thecompany's culture.
Today, we're unpacking whatthis means how leaders shape the
(02:12):
values of their organizationsand how you whether you're a CEO
or a team lead can lead withcharacter that uplifts, not
undermines, your company'sculture.
Let's look at the influence ofleadership on culture.
Culture let's look at theinfluence of leadership on
culture Now.
According to the England-basedcompany UJJI, 80% of employees
say leadership behavior, notjust words, defines culture
(02:33):
norms.
92% of executives agree thatstrong company culture drives
business success and 73% ofleaders have left jobs because
of poor culture.
Team Stage shares thatcompanies with engaged employees
perform up to 202% better, andWikipedia reports that having
(02:55):
engaged employees produces 13.9%turnover versus 48.4% at low
culture firms.
Leadership integrity isn'toptional, my friends.
It fuels engagement and loyaltyand even productivity.
Culture isn't just somethingwritten on a wall.
It's modeled through actionsand words and character.
(03:15):
Now, when a CEO engages inquestionable behavior, it
doesn't stay personal.
It becomes a signal, a cue toeveryone in the organization
about what it really isaccepting.
People often say that cultureeats strategy for breakfast, but
I'd add to this leadership setsthe table.
When the leader acts withintegrity, transparency and
(03:39):
humility, it's contagious.
But when they're dishonest ordo things in secret or abuse
their power, that's going to roteverything and spread faster
than we realize.
Let's look at scripture.
We're reminded in Luke 640, thestudent is not above the
teacher, but everyone who isfully trained will be like their
(04:00):
teacher.
So whether you're leading aFortune 500 company or a startup
team, your life becomes theblueprint that others will
follow.
So what are five practical waysthat leaders can set a healthy
tone?
Number one walk in transparency.
Apollo Tech LLC reports that75% of employees list effective
(04:24):
communication as the topleadership trait Great leaders
admit mistakes and embraceaccountability.
I'll never forget when I madean error with a cashback back at
my first job as a customerservice supervisor.
Now, as soon as I realized mymistake, I let my boss know, and
my team also, as it impactedsome of them.
But to my surprise andgratitude, my boss showed me so
(04:47):
much mercy and my team respectedme even more for it.
I am so thankful I learned thatlesson young, as it truly has
been a pillar in my leadershipthroughout the years.
So how can we implement this asa leader?
Start holding a ask me anythingsession with your team, whether
this be monthly, quarterly, ina group session or via
(05:08):
one-on-ones, or even submittingemails.
No scripts, just real answers.
You can even publish aquarterly performance and
culture metric.
Proverbs 10.9 reminds us thatwhoever walks in integrity walks
securely, but whoever takescrooked paths will be found out.
Number two protect healthyboundaries.
(05:31):
Arbinger, a company thatdevelops high impact leaders,
warns that executiverelationships can lead to
favoritism, morale drops, evenharassment claims.
Don't mix personal intimacywith professional power.
Affairs or favoritism breaktrust and they can destabilize
your team.
Now I was 15 years old when Iwas babysitting for a powerhouse
(05:55):
couple.
Oh, how I admired this couple.
I looked up to that lady andjust thought she was such a
woman of elegance and grace.
That is until I saw her gettinga little too intimate with a
man at a restaurant who was nother husband.
My friends create clearrelationship policies and then
(06:15):
model them.
When I was married, I used tohave to meet with my graphic
designer, who was male, and Imade sure to always leave the
door open whenever we were in ameeting, and if we had to meet
outside of my office, I alwayshad clear communication about it
with my prior husband prior tothe meeting and after the
meeting too.
We even have a policy in effectin my current work of leaders
(06:37):
can't date anyone within theorganization period.
Again, create those boundariesfor yourself and then follow
them.
Proverbs 4.23 tells us above allelse, guard your heart, for
everything you do flows from it.
Number three lead by example,not exception.
(06:59):
In other words, live yourvalues daily.
Flair HR states that 70% ofteam motivation and satisfaction
is shaped by leaders.
Don't expect values you aren'tliving Now.
I once worked at a companywhere it was clearly do as I say
, not as I do.
It created quite the topic ofconversation for the team to
(07:22):
bond over, but it also createdresentment and confusion of what
those lines were.
So, leaders, audit yourself anddo these value audits often.
Are your actions and yourdecisions rightly aligned with
what's on paper, or in otherwords, do your actions reflect
the values on your company's?
About us, page 1, peter, 5, 2through 3, tells us be shepherds
(07:46):
of God's flock, not lording itover those entrusted to you, but
being examples to the flock.
Number four address toxicityswiftly Now I'm not talking
about the Taylor Swift swiftly.
I like how the Guardian puts itJekyll and Hyde leadership.
So inconsistent behavior ismore damaging than constant
(08:08):
cruelty.
Don't let stars get away withbad behavior because they
deliver results.
Unfortunately, I am well versedin this behavior too, where
one's corrupted behavior wasoverlooked until it all came to
a head and although the personwas then fired, the behavior was
ignored far too long in secrecy.
Behavior was ignored far toolong in secrecy.
(08:33):
I also am forever grateful toone who once learned of
someone's poor choices and theywent and addressed it
immediately with them.
So, no matter what form ofleadership you serve in, define
those cultural red lines andthen reward values, not just
performance.
Matthew 18, 15 through 17 isquite fitting here.
If your brother or sister sins,go point out their fault, just
(08:55):
between the two of you.
Now, if we unpack all of thesesteps to deal with such behavior
, they're basically go to theperson privately.
If no one repentance or thereisn't repentance from that
person, then bring witnesseswith you.
If there's still unrepentance,so that person is not repenting
of their behavior, then involvethe church or again company body
(09:18):
.
Then If they refuse, even thendisassociate.
So if this one trips you up oryou're just curious to dive
deeper here, then I'd encourageyou to check out Holly's
Highlights, season 3, episode 8,on how to have tough
conversations.
It'll help you go a little bitmore deeper into addressing
toxicity swiftly.
(09:40):
Number five invite spiritualdiscernment.
Now this one is for those whohave a personal relationship
with the Lord.
Wikipedia put it plain andsimple Psychological safety
drives innovation, idea sharingand engagement.
As Christian leaders, we shouldseek God's wisdom, not just
(10:04):
charisma.
Oh, how I envy those workplaceswho are able to start a meeting
in prayer.
If you're in an environmentthat allows such thing, try it.
Try just starting yourleadership meeting with prayer.
And if you aren't, have youtried coming into work early to
prayer walk your office or yourhallways, or prying to going
into a meeting, even justpraying silently.
You can also encourage airreporting without fear within
(10:26):
your business too.
That is a form of spiritualdiscernment.
James 1.5 tells us if any ofyou lacks wisdom, you should ask
God, who gives generously toall, without finding fault, and
it will be given to you.
You can also look at Proverbs10.9, as it directly relates
with integrity.
Now, let's face it, we're allhuman, and guess what?
(10:47):
Humans fail.
Maybe it's not a celebrity CEO,but maybe it's someone in your
church, your company or evenyourself.
So what do we do when leaders,including us, fail?
Because let's make sure we'reon the same page.
Our focus is on restoration,not on ruin.
(11:09):
Well, the first step of fourname the issue honestly, don't
excuse it or cover it up.
Just be vulnerable, raw andreal.
Own it, avoid spinning it ordoing any sort of cover up.
Number two protect the communityor your teams, so safeguard
those that are impacted.
Culture thrives in safety.
(11:31):
Meaning address the, but ensurefairness.
Now my kids know that they cancome to me with anything and
everything.
I want them to feel safe Fromthere.
We'll work on it together.
Their failure doesn't have tomake headlines or be the tea at
a women's or mom's get together.
They can fail forward with me.
I actually pray for my childrento get caught in the little
(11:54):
things so that they don't getinvolved in the big things.
But we aren't going to ignoreour failure either.
Again, check out episode eight,season three.
We really dive into all of thisthere.
Number three inviteaccountability, not just PR
fixes.
Our failures don't need to besugarcoated nor swept under the
(12:15):
rug.
Learning how to own ourfailures is part of developing
good character.
Those lessons can only betaught, not bought.
There is a release from the CEOthat was involved in the
scandal mentioned earlier thatis circulating and, regardless
of his authenticity, in thatletter it begins with an attempt
(12:36):
to address the issue and thenkind of own it, but it concludes
with basically saying thiswould have happened if people
would have kept their people'spersonal life personal and their
business out of it.
That totally negates everythingthat he was trying to do,
supposedly, in owning it.
(12:56):
So instead of trying to spin itin any way or placing blame
other places or thinking a PRstatement is going to make it
all go away, hold yourself andothers accountable, own it.
And then, number four startfresh with humility.
Again, that restoration pieceright.
Failure doesn't have to befinal, but restoration starts
(13:20):
with both humility andrepentance.
Not just a sorry for gettingcaught, but repentance is
genuine and comes from the heart.
Failure doesn't have to befinal, but it can be a turning
point.
Galatians 6.1 tells us,brothers and sisters, if someone
is caught in a sin, you wholive by the Spirit should
restore that person gently.
(13:43):
So what can we take away fromour time together today?
Well, I think three things.
Mainly, leadership isn't justabout what you say, but it's who
you are.
Often the data will confirmthat integrity, clarity and
safety all help fuel performanceand retention.
So leadership isn't just aboutwhat you say, it's who you are.
(14:04):
Second, culture followscharacter, with real financial
and emotional impact.
Now in season one I think it'slike episode four or five.
Right around there we have anepisode on leaders of character.
That would be a good one tocheck out too, because culture
(14:24):
follows character.
And then, third, small cracksat the top become earthquakes at
the bottom.
So leadership missteps resonatecompany-wide.
The affair at the top of theconsort incidents.
Company might feel far removedfrom your everyday, but the
principle is close to home.
Who you are shapes where yourteam is going.
(14:49):
Now, if you want to go deeper onthis topic, here are some
powerful resources I'd recommendto you.
First off, if you're intoreading, try out the books
Integrity by Dr Henry Cloud, ora new one I'm starting is
Culture Code by Daniel Coyle.
This one has data backedstrategies if you really need
the data behind things.
Another one is if you'relooking for good accountability
(15:09):
through a daily devotional, sosomething that keeps you on
track each day, there'sLeadership Promises for Every
Day by John C Maxwell.
Leadership Promises for EveryDay by John C Maxwell.
Then, of course, for those whoare busy and on the go so a
podcast works best there's theEmotionally Healthy Leader by
Pete Cesarro.
And if you need to listen tomore but you want in depth,
there's the sermon CharacterOver Charisma, and it's
(15:31):
available on YouTube from Churchof the City.
I think it's also available ontheir blog.
Leaders, every choice signalswhat, culturally, is acceptable.
The culture you create todaybecomes someone's workplace, or
even environment, tomorrow.
So make yours count.
Let's lead in the light.
Culture isn't just an HR sloganeither.
(15:53):
It's the heartbeat ofperformance, retention and even
trust.
If this episode challenged orencouraged you, would you share
it with another leader, anddon't forget to subscribe and
leave a review.
It really helps us reach morechange makers like you.
Until next time, stay rooted,stay humble and lead well, and
(16:13):
know that I'm praying for you onthis one and always cheering
you on that.
(16:40):
I'm praying for you on this oneand always cheering you on
review or, better yet, subscribe.
We can also stay in touch byjoining my email list at
hollykirbycom.
That's H-O-L-L-Y, c-u-r-b-y dotcom.
Until next time, make it agreat day for a great day.
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