"Group performance depends on behavior that communicates one powerful overarching idea: We are safe here." That says Daniel Coyle in his book The Culture Code.

Culture is everywhere where people get together. You don't need to be a co-worker: sometimes you even have a better vantage point as a visitor or a client.

The OCAI culture survey asks people to rate both their current culture and what they desire for the future. What do you think? What would your ideal organizational culture look like?

If you want to learn more about culture the TV program Undercover Boss can be very instructive. This reality show has been running since 2010 and the format is predictable but entertaining. 

Do you or your clients need their organizations to be more innovative, agile, productive, and engaging? Then helping them develop a more positive culture is something to seriously consider.

How positive do you feel? And how is your culture doing? If it is anything less than positive and productive, you might want to read this post! Personally, I'm feeling positive. I've just had a week of milestones.

Organizational culture is one of my favorite topics. That's why I work with and write about it.

Many organizations are struggling to adjust to our current "VUCA" world. VUCA is abbreviated for Volatile, Uncertain, Complex and Ambiguous.

Why did you deploy the OCAI in your organization, or why did you try the individual OCAI One version? Probably because you suspect that your current culture could improve.

Let's look ahead and develop more positive organizational cultures in 2018. But let's also briefly look back, reflect and learn.

Here’s part 2 of answering this question: “Our company grew from 100 employees to over 600 in the last three years. How could we keep the core values consistent and in front of everyone?”

Here’s a question that people often ask me: “Our company grew from 100 employees to over 600 in the last three years. How could we keep the core values consistent and in front of everyone?”