Signs Your Culture Is Brimming with Freedom
Culture makes or breaks an organization, company, ministry, and even a family! It’s why people stay and it’s also why people go!
Because of the intangible nature of culture, it’s tricky to put your finger on. Culture is the default way of functioning that reflect the real values and beliefs of the people that make up the team rather than the values posted on the wall. It’s the underlying motivation that colors the attitudes and practices of the people involved which shape the company’s culture.
Leaders Drive Culture
Leaders are the driving force behind an organization’s culture, for better or for worse. However, all too often leaders are unaware of how they are positively or negatively influencing the culture.
Like many of you, I’ve worked with and for a variety of leaders. While every leader has their own unique style, some leaders have a way of creating a culture of freedom while others a culture of fear.
Two Leaders
Frieda is the first leader I want to introduce you to. There were so many aspects of her leadership that I appreciated. She modeled for me what a good leader looks like. Not only was she able to spot my strengths, but she found new and innovative ways for me to actively apply them.
Working under her, I enjoyed autonomy along with the space to experiment and take risks. In many ways, she nurtured the leader in me and allowed me to spread my wings!
Under Frieda’s leadership, there was an abundance of freedom.
Years later, I worked under Frank. He too saw my strengths and was quick to give away significant levels of responsibility, but the difference was that he didn’t stop piling on responsibility after responsibility. His expectations were unrealistic.
To make working under him even more of a challenge, he rarely listened but didn’t hesitate to demand. When you resisted taking on more or he didn’t get the results he was hoping for, he would get angry. When difficult situations cropped up, he avoided dealing with them. He had a knack for escalating affairs to the point that it made even those with thick skin uncomfortable.
Under Frank’s leadership, there was a culture full of fear.
Let me just say, there are no perfect leaders because leaders are human. There are areas to grow and develop even for the best leaders. However, if you want to increase the productivity and loyalty of your people, doesn’t it make sense to make investing in a healthy culture a priority? That process begins with the leader being aware of their contribution to the culture of the organization.
Top Three Desires In 2025
As the world changes, so does what employees are looking for in the workplace. What ranks in the top three wishes for employees currently? According to Talent Ims…
- Work-life balance
- Positive workplace culture
- Flexibility and autonomy
Each of these is a part of a positive and free culture!
Freedom!
When you work for the “Franks” of the world, an atmosphere of fear is created, keeping people from performing at their best. Sadly, many excellent team members choose to leave in hopes of finding a more conducive work environment – a better culture – somewhere else.
On the flip side, the Friedas of the world create an environment that encourages people to take ownership, invites them to lean into their strengths, contribute their ideas, and so on. When there is freedom, people not only stick around, but they are also more productive and engaged, making it more likely that the goals of the organization are met.
How do you know if your culture is a “freedom culture”?
1. The Leaders Are On The Same Page
Yes, everyone in the organization contributes to creating the culture, but if they leaders aren’t committed to the same culture, it leaves room for fear to creep in.
Are the leaders in the organization all shooting for the same target when it comes to culture? Do they define culture the same way? When it comes to the desired culture in the organization are they all in agreement around what it looks like and how it is cultivated?
2. Consistent Expectations
It may seem surprising that “rules” play in important role in a freedom culture, but there’s more freedom when the boundaries are clear! Fear creeps in when boundaries are fuzzy, subjective, or constantly changing.
It’s also vital that the behavioral expectations are consistent across the board. It doesn’t matter what your role, personality, or title is – everyone must operate under the same set of rules.
3. Feedback Is The Norm
When freedom reigns, giving and receiving feedback takes place frequently. It’s invited by leaders and team members alike. It’s not perceived as a threat; it’s viewed as a means of growing and getting better.
Do people feel free to share honest feedback with you without repercussion? Are you modeling what it looks like to proactively ask for feedback?
4. Mistakes Are Readily Admitted
How mistakes are handled determines whether people feel safe enough to own their mistakes. When mistakes are readily admitted, then you know your culture is leaning in the freedom direction.
5. Absence of Toxic Behaviors
A culture of freedom is one where people act with integrity and respect which contributes to building trust. There’s no room for gossip, bad mouthing, passive-aggressive behaviors, or dealing indirectly with conflict.
A healthy, free culture includes no drama.
Watch out! One person can drag the whole team down and dismantle a great culture. If you have someone on your team that people cringe or feel they must be extra careful when they must interact with them, it’s worth evaluating whether they are the right fit for your team.
Are they enhancing your culture or detracting from it?
6. The Ideas Are Flowing!
You’ve got bright, innovative people on your team! When they are willing to share their creative, outside the box ideas, that’s a happy sign that you’ve fostered an environment of freedom.
7. Willing to Take Risks
Taking risks occurs when there’s safety and an atmosphere where it’s OK to make mistakes or experience failures. Risks may pay off in substantial ways or provide opportunities for powerful learning. Either way, how you respond to mistakes or failures determines how willing they will be to experiment.
8. Open & Honest Sharing
Each person on your team has dreams, hopes, fears, and a direction they would like to see their work to take them. When your people are willing to share their desires with you on a professional level and maybe even a personal level, you know you’ve fostered a culture of freedom.
Other signs when it comes to communication that point to freedom being alive and well in your culture: it’s positive, it’s friendly, and conflicts are constructively dealt with in a timely manner.
9. Take Ownership
Being able to take ownership of a project, specific responsibility, or task is empowering! Knowing you’re there to serve as a sounding board or coach along the way without interfering or micromanaging is reassuring. When ownership and support are both in the mix, your people will go above and beyond.
How are tasks or projects delegated? Are your people able to make decisions or are there cumbersome processes in place that making it hard to fully take ownership? How do you respond when your people hit a wall and need your help?
Your responses nurture either a culture of fear or freedom.
10. Operate With Autonomy
In a freedom culture, the goals are abundantly clear and there is room for flexibility in how those goals are achieved. There is space for people to determine the best way for them to accomplish what needs to be done.
Your people are willing to give their work maximum effort when it aligns with their strengths, passions, values, and goals. How might you channel their abilities and desires in a way that fulfills a critical role in the organization at the same time. In that place, they will thrive with little supervision.
11. Collaboration
When teams and individuals actively seek to collaborate and support one another – that’s freedom!
12. People Stick Around
Finally, longevity is a delightful indicator that freedom reigns in your culture. People want to stick around when the culture is a positive and free one!
It’s exciting to know you have a hand in shaping a freedom culture that drives greater productivity and contributes to a positive place to work too!
At the same time, it’s a bit daunting to know that you also have the same potential to create a fear driven culture.
Which of the twelve signs I’ve shared are you currently witnessing?
What changes might you need to make to actively cultivate a culture brimming with freedom?
© Can Stock Photo / viperagp
