culture

/Tag:culture

Revealed: Why culture transformations fail

There’s little doubt that workplace culture has become an increasingly important aspect of leadership within organisations. Culture is talked about a great deal and actions are taken in an attempt to make improvements to cultures. Why? Because culture impacts performance at an individual and organisational level.

Sadly however, most efforts to improve cultures fail.

Let’s get this clear here however. The fact that change initiatives fail to gain traction is usually NOT because leaders have bad intentions.

True insights into culture and service leadership

An article from our Cultural Intelligence newsletter…

In the article below, Steve writes about his latest experiences across multiple car dealerships – and what he learned!

I’ve recently purchased a new car – and learned lots in the process about aspects to culture and service that I hadn’t expected to learn!

When I first began looking for a car, I thought I’d be better off purchasing a demonstrator model.

The BIG problem with developing leaders

An article from our Cultural Intelligence newsletter…

We were in a private conversation with a couple of senior executives after having worked with the organisation’s leaders over a full day.

One of the senior execs reflected on how delighted he was with regard to the processes and outcomes from day. He then went on to bemoan the large investment in leadership training that had been implemented by the organisation for little or no return.

Does culture come down to one thing?

An article from our Cultural Intelligence newsletter…

It would be interesting to track over the years the extent to which the term ‘organisational culture’ (or one of its variations) was used in the media and business-related articles. Our guess is that we’d see almost an exponential rise in its use over the last few years.

It seems every corporate scandal is attributed to a poor workplace culture.

The latest we noticed was is the Origonian online newspaper,

Where is the strategic thinking?

An article from our Cultural Intelligence newsletter…

There is little doubt that leaders nowadays are much more attuned to the need to understand and improve their workplace culture. More and more, leaders realise that their culture can be a single point of difference that can yield incredible results.

Kmart in Australia and New Zealand is a classic example of this. From having literally lost money for 10 consecutive years,

How to get people passionate about change

It’s strange in many respects that in this era, when there is and has been so much change happening, people are so resistant to organisational change.

So how do you get people passionate about change? The straight answer to this is – you don’t! Not all of them any way.

Let’s face it – we all have different experiences and different DNA and for some people, being ‘passionate’ is not part of their make-up!

So the bottom line is that not all people will get passionate about change.

Why people don’t show initiative

In March 1964, a woman named Kitty Genovese was stabbed in front of her New York apartment. As it transpired, around 40 people either heard her screams, or watched the brutal event from their apartment window. Police first learned about the attack 35 minutes after it had begun.

The public were outraged not only by yet another murder in the city, but by the facts that it took so long for the police to be notified, and that no one had the courage to try to intervene.

Does Your Workplace Have UGRs?

Want to understand your culture? Understand the UGRs…

Most of us have been to a meeting where, upon conclusion, the real meetings begin. Typically, people reconvene in smaller groups to canvass a range of issues that can include displeasure at a decision that has been made, lamenting the attitudes of one or more people who were at the meeting, or planning a strategy to work around a particular outcome.

It’s often the case that those most vocal after the meeting are least likely to have spoken up during the meeting.

Values Are NOT Enough To Improve Workplace Culture

Values statements can do harm!

Increasingly, HR professionals are being urged to play a strategic role in pushing Values as the key mechanism to create a positive, productive culture.

This is occurring during times when there has never been such a wide range of pressures placed on the HR function. Performance management, employee engagement, talent management, training and development, organisational development, OHS& EHS, attraction, retention and innovation are some, but not all of the responsibilities being pushed the way of HR.

How UGRs Make or Break Corporate & Workplace Culture

To change the culture – change the UGRs

Our recent research sought responses to this question:

If the culture of your workplace was to become as good as it realistically could, how much improvement would there be on people’s performance/productivity?

Of senior leaders who responded, 91% felt performance would improve by 20% of more. Of the middle managers who responded, 58% felt performance would improve by 50% or more. These results,

Management Matters – When Silence Ain’t Golden

Using or condoning ‘the silent treatment’ is unforgivable in any worker, let alone a leader.

One of the true stars of the game of Australian Rules Football is former Geelong player, Gary Ablett. In 2009, Ablett won the Brownlow medal, which is the highest accolade for an individual in the sport.

During the 2010 season there was huge conjecture as to whether Ablett would re-sign a contract with Geelong. This was despite the team having been extremely successful.