I agree, Rochelle. Leadership cannot dictate emotions but it can certainly embody, encourage, and engage emotions in the act of leading. I agree that it is necessary to create an environment where motivation thrives, excitement is generated, passion is ignited, and trust is earned and I think that is the calling of all leaders to create the kinds of environments where these things are nurtured and fed. "Organization Culture," however is another thing. I agree and acknowledge the importance of culture, but I see it more as the medium in and through which our attitudes, values, and assumptions are seen and expereinced more clearly. I can't imagine any culture that has the energy to move people to act and I have a pretty active imagination. Leadership, vision, and followers may move people to act but I don't agree that culture does because it doesn't have the requisite energy to "act." Just my opionion. I can neither imagine culture creating anything other than a stain that identifies those associated with it. I agree with you that leaders define organizational culture and I would go one step further to reinforce that by adding that leaders are the ones with the energy to both create and act on that creation, not culture.
In response to your question, as a leader I live into my being and create trust by being trustworthy, passion by being passionate about what is important to me and towards those entrusted to my care and leadership, excitement by embodying, encouraging, and engaging my emotions into my leadership and inviting others to do the same, and I motivate those around me by being the change I want to see in them. I think leadership is all about BEING the leader and balancing what I think with what I feel creates the kind of culture, organizational or otherwise, that helps identify who I am and what I am about.