CEOs are stepping up to a new role, as leaders of their company’s thinking and behavior. Because they have the final word on most strategic and operational decisions, the most critical aspects of cultural impact—selectivity, simplicity, and targeted persistence—are in their domain. Moreover, their role as cultural leader is, more likely than not, the single thing they will be most remembered for. That’s why so many CEOs refer to culture as their highest priority; it is the primary vehicle for establishing their legacy.
It is essential to be rigorously selective and disciplined in dealing with cultural issues. There are several things you can do from your highly visible position at the top of the hierarchy to spark and foster the cultural realignments you want to see: leverage the power of positive urgency, encourage and promote the right behaviors, understand rational and emotional impact, and maintain eternal but focused vigilance. Your role as a culture leader starts on Day One of your appointment as CEO. It will not end until the last you hold that office.