Consider two aspects of this inquiry; when you are in the organization and when you are away.
During the vacation season, there was a noticeable shift in organizational tone when different team members were out of the office enjoying Summer fun. Business books will raise the question of how the reader influences others while in the office. The observation piqued my curiosity to consider what the office is like when I am not around and serves as a barometer of my influence.
My assumption is you desire to be a positive contributor to the mission objectives, grow the people around you and get paid. If you start your day with the mindset, "come hell or high water, my goals will be met, and the people don't matter," personal investigation of this inquiry is timely.
You will be hard pressed to find a book in your library that encourages back-stabbing, lying, gossiping, cheating, and hurting others to get ahead. Bestselling authors and organizational experts depend on similar tactics to enhance the individual and grow the team. Elements of the world-class team include producing a great product and a workforce committed to the mission and each other.
I want the office tone conducive to each member having the direction, structure, and freedom to maximize their gifts and talents to accomplish the objectives. There should be no fear of sharing bad news or mistakes, but a willingness to bring issues to light for resolution. The team must support each other, without office politics burying creativity or stunting learning and growth. Anything less reveals leadership gaps and must be addressed. Everyone impacts the organization for good or ill, and this responsibility is realized at every level.
How do things change when I am away? Is there more laughter? Are decisions made faster or slower? Does structure remain? Is the team empowered? How do they feel supported? Am I the bottleneck when away? Is each voice heard? Is everyone depended upon and held accountable for their work?
Asking these questions and getting honest answers is scary. Scarier yet is not asking and allowing the organization to flounder in dysfunction, with you and I as the reason.
For further reading: Ego is the Enemy by Ryan Holiday