The 12 Attributes of a Strong Organizational Culture

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An organization’s culture consists of the values, beliefs, attitudes, and behaviors that employees share and use on a daily basis in their work.

The culture determines how employees describe where they work, how they understand the business, and how they see themselves as part of the organization. Culture is also a driver of decisions, actions, and ultimately the overall performance of the organization.

So how would employees describe the culture of your organization? Read more…


What Comes First — A Meaningful Workplace or a Strong Culture?

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There’s a virtual cornucopia of so-called “culture decks ” finding its way across the web today. These glitzy slide shows present the values that supposedly drive each respective company’s workforce.

A quick scan of these decks shows that many of the companies are mimicking another.

They are using clever language to make things sound really sexy. And of course they employ design that makes your mouth water. Read more…

Culture, Talent Management

The 5 Keys to Creating a Meaningful, Productive Work Experience


Does work need to be meaningful?

Many of us have resigned ourselves to the notion that work is something we do primarily to earn income. Those earnings then allow us to purchase goods and services we can use to improve our lives and the lives of those we love and want to help.

Increasingly, however, both employees and employers are being encouraged to see work in a whole new light — as something we do to gain productive experiences that become the basis of our happiness.

In her book The Shift: The Future of Work is Already Here, Lynda Gratton, a professor at the London Business School, suggests we should be seeking work opportunities that help us grow, keep our knowledge fresh, and push the boundaries of what we can become. Read more…


Culture and Leadership: They’re Simply Two Sides of the Same Coin

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The good news is that culture has caught on as a concept. but leading culture expert Edgar Schein, says it’s just as a “word” and people need to be aware that 90 percent of their behavior is driven by cultural rules and not personality.

Schein, a best-selling author and Professor Emeritus with MIT Sloan School of Management, shared this and other key insights about culture and leadership in the second part of a recent interview with

He continues to be troubled by the misuse of the word “culture” and the “failure of people to see that culture is not this surface phenomenon, but it is our very core, that we live in culture, we display a culture, and we are always driven by the culture.” Read more…

Culture, HR Management

Bad Management is a Lot Like Smoking – It’s Not Ignorance But a Bad Habit


Barely a week goes by without at least one article or study bemoaning the things managers don’t know or do.

A frequent target: the pitifully low level of workplace feedback.

Feedback is “too rare,” “too vague” or too “attaboy.” Its weakness or absence is considered demoralizing, demotivating and devastating to the workforce – a serious disengager.

Not surprisingly, many well-intended articles are brimming with common sense suggestions. Predictable lists dissect when, where and how to give feedback, and the many ways unenlightened managers can begin to do the right thing in the right way. Read more…

Culture, Legal Issues

Companies That Share Information Build the Culture They Want

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By Howard Mavity

Leadership lessons from the military do not necessarily translate to the private sector.

I am uncomfortable with business books which continually analogize the workplace to the battlefield. It’s not the same thing. However, there is an enormous amount of wisdom to be gleaned from those who have served.

As an example, Forbes recently ran a piece by Kevin Kruse discussing the need to be open and authentic with employees, How One former Navy SEAL Modulates Authentic Leadership. Read more…


Culture Fundamentals: It’s Far More Than How We Do Things Around Here

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Culture is a hot workplace topic but remains a tremendous opportunity for most organizations to further support their purpose, solve problems, and improve performance.

One of the foremost authorities on the subject of culture is Edgar Schein, Professor Emeritus with MIT Sloan School of Management, and author of many best sellers including the Corporate Culture Survival Guide and, his most recent book, Humble Inquiry – The Art of Asking and Not Telling.

He was recently interviewed for the launch of and a number of important culture insights were captured to help bring some clarity to this deep topic. Read more…

Culture, Leadership

How One Executive Rewards Trip Damaged Employee Trust

© Dawn Hudson -

This story isn’t new, but the lessons to be learned, sadly, still plague us.

Benjamin Moore, one of the companies in Berkshire Hathaway’s stable, made headlines for something that could have very easily been avoided.

Berkshire Hathaway officials came to Benjamin Moore’s headquarters, gave the CEO Denis Abrams his walking papers, and escorted him from the building. It was newsworthy enough that it was reported in the New York Post and other media Read more…

Culture, Leadership

Still Addicted to Details? Here Are More Reasons to Quit Cold Turkey

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My mother, God rest her soul, once cautioned me to understand that not everyone takes work as seriously as I do.

I was telling her about some workplace injustice, and then I got good and mad, as I tend to do. And this is truly my cross to bear — the cross of caring too much. It sucks, honestly.

But then again, I can’t imagine not caring. Read more…

Culture, Talent Management

Who’s Actually Responsible For Engagement, Anyway?

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I’ve been reflecting lately on who is actually responsible for employee engagement.

At first, it might seem like a pretty straightforward answer. After all, if a company wants employees more engaged, isn’t it the company’s responsibility?

But after some recent conversations with a few colleagues, it occurred to me that it might be worthwhile delving into this a bit more. Read more…