Building a psychologically safe workplace. Understanding and Developing Organizational Culture. Skip Culture Training and Do This Instead. Have you ever played that office party game where you have to find three things in common with everyone you talk to?
The person who talks to the largest number of people wins. Google's Former Head of HR Issues a Warning That All Business Owners and Leadership Teams Should Read. "Failures of culture have been the single biggest destroyers of value in the last five years," he wrote.
Bock understands the importance of culture more than most. The former senior vice president of people operations at Google helped build the organization into the behemoth it is today. Throughout his 10-year career (2006 to 2016), he grew Google's workforce from 6,000 to 76,000 employees. And no, it wasn't about the free food, lava lamps, and beanbags, if you ask him. Cy Wakeman in the News & Media. A New York Times Best-Selling Author and former therapist, Cy Wakeman is a dynamic keynote speaker advocating a revolutionary new approach to work.
She has helped hundreds of thousands of people learn to free themselves from frustration and find opportunities in every challenge they face. Her groundbreaking ideas are featured in The Wall Street Journal, The New York Times, The New York Post, The Washington Post and SHRM.org. How Soni Basi Became a Pro at Cultivating a Great Company Culture. Driving growth by improving the culture of a company is an industry-disrupting exercise—and Soni Basi, now vice president of global talent at Allergan, has a lot of experience doing just that.
She has spent the bulk of her career defining the process of connecting culture to corporate success. Over the past seventeen years, she’s counseled dozens of corporate leaders on how to improve their bottom line by improving their employee engagement strategies. What she’s learned along the way now makes her one of Allergan’s most valuable assets. While studying psychology at the University of Central Florida, Basi was intrigued by the emerging science of industrial psychology, that is, applying psychological principles to business practices.
“How people interact is a significant part of how companies function,” Basi says. She recognized and witnessed the importance of cultural leadership to corporate success, especially in today’s hyper-competitive global marketplace. Photo: Jeff Weiner. How One Company Got Employees to Speak Up and Ask for Help. Executive Summary Employees in a fast-growing call center were hesitant to admit to customers when they didn’t know the answer.
The call center told them to ask for help when they didn’t know, but too many people were still afraid to look clueless. So they brainstormed ideas to address the problem, and tried implementing one of the crazier solutions: a “Bat signal” that employees could use to alert the whole team when they were struggling. This failed. But the team iterated until they found a variation that worked: something they called “Bat chat” that allowed employees to get useful answers more discretely. Fintona Financial (not the company’s real name) had a problem. Building a Company Culture People Love to Work For. Do your employees jaunt home after work to brag about how much they enjoy their jobs?
Or do they scurry out of the office as quickly as possible, hoping to push memories of the workplace from their minds? Most companies would hope they have loads of the former and none of the latter, and that’s entirely possible by improving your company culture and creating a company that people love to work for. Building such a company can start with pinpointing a few companies you truly admire, and then researching their culture to see what makes them shine.
While you can certainly use their culture as guidance for creating your own, you want to ensure your own unique passions and values come through. True passion for what you do can work like a magnet in attracting others that feel the same way. Encourage Professional Growth Stagnant employees can quickly become unhappy employees. Listen for Feedback Embrace Transparency. Tips for Team Building During Company Growth. It’s an exciting time for your company—you’re growing rapidly and have seen a significant boost in sales, revenue, and company reputation.
But you also notice that your employees don’t seem as excited about these advancements as you are. In fact, they seem less motivated than ever before. How to Recognize Toxic Leadership. This is the first post in a three-part series on Toxic Leadership.
You can find the second post here: How to Survive Toxic Leadership. We’ve all been there: you like the company you work for, you get along with the people you work with, and everything would be perfect…if it weren’t for your boss. Bad relationships with supervisors are a leading reason why people leave an organization, even when all other aspects of the job are positive. 4 Actionable Steps to Improving Your Organization's Culture. Lately, more organizations are making changes to their cultures and what they determine to be important to their identity.
One potential cause of this may be the increased retirement rates of baby boomers, with their leadership positions being filled by Gen X’ers and Millennials looking to shake things up and make their mark. Another reason may be that companies see their competitors redefining who they are and are simply following suit. Whatever the reason, a popular question organizations are asking themselves these days is, “Who are we?”.
After answering that question, a slew of developmental initiatives often follow, aimed at realigning policies and procedures with the new culture and identity that was decided upon. The success of these initiatives depends wholly on the manner in which they’re carried out. This Agency Created a Deck of Cards That Helps Solve Workplace Conflicts and Spark Conversations. Strategy and design agency Sub Rosa thinks it has a solution for any internal conflicts your company may be facing with clients—and the key is a special deck of cards.
Beginning this week, Sub Rosa will sell sets of the cards called Questions & Empathy online and in its New York store (where it is also headquartered). The agency came up with concept and designed the cards. So what makes this deck of cards so special? The full deck, which is somewhat reminiscent of a deck of tarot cards, includes 49 question cards and seven “empathic archetypes,” with seven questions for each archetype. The seven different archetypes are somewhat abstract, with names like inquirer and alchemist. Fair warning from the Sub Rosa team: Things can get deep pretty quickly. Sub Rosa “After evaluating the work, it became clear that one theme was consistent across all of our work: empathy,” Ventura said. The deck ties in with a speaker podcast series Applied Empathy that the agency launched in March 2016.
What it Takes to be Number One by Vince Lombardi. What it Takes to be Number One by Vince Lombardi. WORDS. FrameworkSafeReliableEffectiveCareWhitePaper.