When trust breaks down in organizations it can impact employee turnover, communication, collaboration, risk taking and creativity—among other things—all of which can harm the bottom line, according to Richard Fagerlin, president of Peak Solutions Inc. in Fort Collins, Colo.
Posts Tagged Culture
We (Americans) live in a “take action” culture, a culture of the “yankee work ethic” in which incremental effort and pressing the nose harder to the grindstone supposedly leads to success and rewards. We are also a culture of immediate gratification the “I-want-it-now-quick-fix-diet-pill-plastic-surgery-100% LTV loan” society.
Don’t get me wrong, those traits are to be admired when put to good purpose. They have helped to make us the innovative, industrious, can do leader of the modern world. But they can often (as in a crisis) work against us.
Sheila from the Radisson Indianapolis Airport Hotel
It was 3 a.m. when I called the front desk at the Radisson Indianapolis Hotel to beg for ointment for a wound. Sheila answered the phone but had nothing to offer, “I’m sorry sweetie. We only have Band-Aids down here.” Petulantly, I declared that I would have to find a 24-hour pharmacy.
Quickly recognizing my excruciating pain, Sheila said, “Let me call the hotel across the street and see if they have anything.” She phoned me right back and said, “Good news! They have ointment. I’m going to get it for you.”
Rabbit’s foot? Check. Four-leaf clover? Check. Strong communications skills, flexibility, strong work ethic? Huh?
Eighty-four percent of people on LinkedIn worldwide believe in career luck, and nearly half feel lucky in their careers, according to an unscientific LinkedIn poll conducted with more than 7,000 individuals in late February and early March 2012.
The top most important factors that respondents said contribute to luck at work are:
Corporate leaders are making more demands on managers to maintain high levels of employee engagement, and HR professionals are drawing on a variety of strategies to get managers involved in nurturing an engaged workforce. Employee engagement has a direct impact on worker performance, dedication to mission and drive in helping an organization accomplish its goals.
Research has shown that employee engagement is higher when responsibility for sustaining it is spread throughout an organization.
Sexism is more than illegal. It is immoral and bad business.
There is more than a little bit of sexism in the roles portrayed in Mad Men. So why are so many of us crazy about the show, even though we deplore the sexism that is part of it?
Of course, it is a TV show and not real life. And, the characters are not only psychologically interesting but also physically attractive.
Over the past year, I have been researching how companies are approaching wellness as we dive head first in the age of mobile. I’ve even written about it here.
1. Stop fixing.
If your passion for excellence and success drives you to constantly fix people, stop it. Problem centered fixers invite self-protective restraint in others.
2. Compassion wins.
The pursuit of personal gain and glory doesn’t inspire; it threatens. Inspiration occurs when others believe you genuinely put them before yourself.
3. Share frailties.
Successful brands serve as a promise about an experience that creates expectations in the hearts and minds of customers and employees. Culture will increasingly determine how effective you’ll be in keeping those promises. The ability to influence culture will define and determine the impact of your brand experience.
Check your calendar. Synchronize watches. Draw up the brackets. March Madness is here. The 67 games of the annual NCAA Division 1 Men’s Basketball Tournament begin March 13 and conclude April 2, 2012.
Fans can—and likely will—follow along on their computer, iPhone, iPad, iPod Touch and select smart phones to watch games and track brackets while at work.
Along the way, productivity will be impacted, Challenger, Gray & Christmas CEO John A. Challenger said in a news release.
Last month, we chatted about what global leaders need to know—Intellectual Capital, Psychological Capital, and Social Capital--and where to start with their development—by leveraging development opportunities and tools already in your organization. Once you’ve identified existing resources, what do you do with them?
Culture eats strategy for breakfast. It’s a popular cliché I’ve seen tossed around a lot. And I get the premise – strong cultures can make or break your organizational strategy. It’s true. But where does culture start? Well, Steve Boese recently wrote a post titled, “If culture eats strategy, then what eats culture?” answering that exact question.
Regardless of whether a woman is just entering the workforce or “of a certain age,” an athlete or secretary of state, beautiful or plain, what she wears to work matters and might affect her career advancement, experts say.
You’re not that great.
Yes, you read that right. Wait a minute, you think, “This must be about that extra 15 pounds I’m carrying around.” Nope. “Well, maybe it’s because I always seem to quit on my New Year’s resolutions in the first two weeks.” Wrong again. “Wait a minute, how does he know that I cut out early sometimes when the boss is away?!” I wish it were that insignificant a problem.