High Performance Culture in Flow: How do you get organizations in a state of flow? How do we benefit from the best of the human condition? By focusing on abundance. Benefit from this research.
Does your organizational culture entice the best professionals to stay? If that's not the case, check your leadership and your culture. They shouldn't be "too little nor too much".
Recruitment: Does your organizational culture attract job applicants? If that's not the case, should you hire for current culture or for the desired culture? Culture is crucial in recruitment.
What would you rather be: a heroic leader or a servant leader? Which do you need to develop a positive culture where people and performance thrive?
Some organizations are still operating on industrial-age paradigms. One of my clients was working with the IT department of a very large insurance company.
Is culture less important in a "tech company"? While it's crucial when you provide services, based on both research and practice, the answer is no. Culture matters everywhere.
How can you get buy-in to do something about the culture? It's a question people ask me often. "It's obvious: our associates are unhappy with the way we do things around here".
Millennials and high potentials love remote and flexible work. But what organizational culture do you need to make this a success? Flexible work arrangements are a priority for top job seekers.
Culture can be the multiplier to either success or failure for organizations.
Why would organizations invest in developing an effective organizational culture? The answer is that it impacts organizational performance and that culture, as it’s hard to copy, can be a competitive advantage.
Whether you are looking for a job, contemplating a move in your career, or staying where you are: what is your ideal organization culture? When would you be at your best?
Is there proof that organizational culture matters? Could it really determine performance? Let’s look at the ground-breaking study of Professors John Kotter and James Heskett.