Leadership Self-Audit for Building a Constructive Work Culture

Leadership Self-Audit for Building a

Constructive Work Culture

Mark Komen, President

Kodyne, Inc.

Minneapolis, MN

Leaders who want to foster constructive work cultures need to take a close look at how they’re showing up, communicating and shaping the environment around them. Here’s a comprehensive self-audit checklist designed to help leaders reflect, re-calibrate and realign their approach to building a thriving workplace.

See my related article – You’re Being Watched – How Leaders Embed Culture.

👥 Leadership & Team Dynamics

[ ] Do I lead by example with integrity, empathy and fairness?
[ ] Do I actively build trust within my team through consistency and transparency?
[ ] Do I delegate effectively and empower others to make decisions?
[ ] Am I approachable and receptive to feedback, regardless of source or rank?

🗣️ Communication Practices

[ ] Do I ensure open, honest and respectful communication in all directions?
[ ] Do I actively listen, without interrupting or dismissing ideas prematurely?
[ ] Do I give timely, constructive feedback that encourages growth?
[ ] Am I clear in articulating goals, expectations and values?

🌱 Culture & Environment

[ ] Do I foster psychological safety—where people feel safe to speak up?
[ ] Is diversity of thought not only welcomed, but actively sought out?
[ ] Do I promote inclusion and equitable opportunities for all team members?
[ ] Are well-being, work-life balance and mental health supported, not sidelined?

📊 Decision-Making & Accountability

[ ] Do I base decisions on data, input and team alignment rather than ego?
[ ] Do I admit mistakes, take ownership, and model accountability?
[ ] Do I celebrate wins and learn from losses collectively?

🚀 Growth & Development

[ ] Do I invest in ongoing development for myself and my team?
[ ] Am I curious and open to evolving leadership practices?
[ ] Do I recognize potential and nurture talent?

🔄 Reflection & Renewal

[ ] Have I requested 360° feedback lately—from peers, direct reports and mentors?
[ ] Have I set aside time to reflect on my own emotional intelligence and resilience?
[ ] Do I periodically revisit team values and adjust practices to stay aligned?

References

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Daniel Goleman	Emotional Intelligence
Harvard Business Review	Psychological Safety & Inclusive Leadership
Patrick Lencioni	The Five Dysfunctions of a Team
Brené Brown	Dare to Lead
Edgar Schein	Organizational Culture and Leadership
McKinsey & Gallup Reports	Employee Engagement & Productivity Studies