One of the most frequent questions I’ve been getting over the past month is, “What is this all going to look like when it’s over?” The truth is that the coronavirus pandemic is a very dynamic crisis. We learn new things every week. Two weeks ago we found out about a new symptom: Covid toes. Last week, we learned about …
As you can imagine, I’ve spent the last month helping clients adapt to a dynamic, ever-changing crisis that was brought to us courtesy of the Novel Coronavirus, Sars-Cov2. It’s now time to start looking at the trends that will help us all continue to adapt as we settle into this ‘new normal.’ As with any crisis or critical, societal event, …
In the past month, the world has been turned on its head. What many saw as another problem “over there” has become a global pandemic. Every company and every industry has been affected. While companies in some fields — such as virtual meetings, social media and door-to-door delivery — have grown and expanded, most other companies and sectors have been …
It has recently been suggested to me that I speak about organizations after they have succeeded or failed based on their culture, rather than during some cultural transformation that is occurring. This is true for two reasons: Cultural examples of success or failure tend to be clearer after the fact. If culture is a vehicle to success or failure (and …
Brand new year. Brand new decade. This is the time of year when organizations, and the people in them, create strategic plans and make resolutions. Both fail more often than not. Why is that? While it is admirable and even desirable to look ahead to try to improve our organizations (and ourselves), our efforts often fail for a single reason: …
How should you handle an employee who is chronically negative about your company? It is unfortunate, but this question and others like it arise with some frequency in my work. Just last week, I was asked the above question by a participant in Culture Catalyst, an eight-week program I offer to leadership teams. There are several steps that might lead …
I was recently asked to serve as a consultant for a company wanting to build a stronger culture. When I began to learn about the company’s vision, values and mission statements, I ran into something that was uncommon. Their values included the statement, “We promote, reward and compensate based on merit, which we see as the result of ability plus …
At a recent public forum for business leaders, I was asked this question: “Do you think a workplace culture can really change what motivates someone?” This questioner (whom I suspect had been “volunteered” to be there) had a heavy tone of doubt, disbelief and a bit of disgust thrown in for good measure. How did I answer? If you’ve heard me …
“Why won’t my people just tell me the truth?!” I’ve heard that statement countless times in my 20+ years of consulting — usually from a truly exasperated CEO or other executive who has learned about some systemic failure. “These things aren’t supposed to happen!” is a typical follow-up statement, made with equal parts surprise, frustration and even anger. Systemic failures, …
“Middle management is where culture goes to die.” I routinely make this statement in my culture presentations – often receiving something between giggles and guffaws (also referred to as “knowing laughter” in the speaking world). I follow that up with anecdotes showing that managers manage tasks and bottom-line numbers, while leaders lead people. Now, finally, science, in the form of …
