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?”

Is there a difference between the culture profiles of men and women at work? Do they thrive in different cultures?

Are benchmarks useful? How can my organization learn from the culture profile of our economic sector? I received this question in response to the “Ask Me Anything on Culture” and I’m happy to answer it here.

What has the #MeToo movement on social media to do with organizational culture? It's a great example of a social movement trying to change a culture, starting with what I call "Interaction Interventions".

Companies who consider the OCAI to change their culture often ask me for success rates.