Research & Publications Our surveys and inventories have been used by both the business community to promote change and development and by the academic community to better understand the causes and outcomes of behavior within organizations. The items below includes books, articles, research briefs, reports, and dissertations that describe either the reliability and validity of […]
The first installment of a two-part post by Rob Cooke with quick answers, additional explanations, and recommended resources in reply to five of the questions/comments we received during (or after) a recent Webinar.
La direction d’une organisation procède à la fois d’une fonction et d’un niveau hiérarchique spécifique au sein de l’entreprise. Mais la façon dont nous exerçons notre leadership relève de notre choix. Plus important encore, la façon dont nous travaillons avec nos collègues dirigeants peut nous aider à inspirer le meilleur chez nos équipes, à être de véritables modèles pour les membres de l’organisation au sens large et à façonner notre culture de manière plus positive et constructive.
As the first culture-shaping consulting firm, Senn Delaney has quite literally made organizational culture its business. Larry Senn and his colleagues, including partner and executive vice president Bill Parsons, have brought their mission of “creating healthy, high-performance cultures” to more than 500 companies. Bill shared some of the knowledge they’ve gathered over their 38 years of experience at the 2nd Annual Ultimate Culture Conference—including the four principles that must be upheld to really shape culture and improve performance.
There’s so much talk about culture these days. In fact, “culture” could once again be the buzzword of the year.
Here’s the problem: When most leaders talk about “culture”…they actually mean climate. So let’s define those two very different elements of the workplace.
To accelerate the culture learning curve and truly impact the world, it’s critical to build on the experience of pioneers in the field of organizational culture. Our Culture Pioneer Panel, one of the unique highlights of the Ultimate Culture Conference, featured insights from three of these trailblazers: Edgar Schein, Larry Senn, and Robert Cooke.
Founded by Matt MacInnis in 2009 as a way to make the world a smarter place, Inkling is on a mission to transform how field employees get work done. What follows is Matt’s story of breaking away from the Apple way of doing things in order to shape an authentic culture at Inkling.
Establishing and maintaining a strong workplace culture is a major undertaking for any organization. But when your organization grows 300 percent in the space of a year, holding onto the culture and values that led to such success becomes an uphill battle. That’s the challenge that Ron Storn, VP of People at Lyft, took to task when he joined the company—how do you keep values alive while your organization grows at a dizzying rate?
As Culture Evangelist at Zappos Insights, Jon Wolske is tasked with “taking the culture show on the road.” He brought his one-man show to the 2nd Annual Ultimate Culture Conference, going beyond the standard Zappos culture fare to take a deep dive into what makes the company a thought leader in culture.
Josh Bersin, principal and founder, Bersin by Deloitte, Deloitte Consulting LLP, fascinated the crowd with the interesting perspectives on culture he shared at the 2nd Annual Ultimate Culture Conference.
According to the business leaders I’ve spoken with, they see only about 10% of change professionals as high-impact, invaluable, strategic resources. So what distinguishes high-impact change practitioners?
Culture experts and enthusiasts recently gathered in San Francisco for the 2nd Annual Ultimate Culture Conference. A theme of the day was that most leaders recognize culture as a critical factor for success, but it remains an elusive concept and has become an overused word. To kick off the conference, Tim Kuppler interviewed Rob Cooke, CEO of Human Synergistics, to explore culture along with some related constructs (like climate) that are sometimes confused or used interchangeably with it. Some of Rob’s answers to Tim’s questions are summarized here.
Edgar Schein : Aperçus de la Cinquième Édition de Organizational Culture and Leadership
Culture change is enormous and complex. There is no easy answer, magic pill or quick fix to create instant culture change. However, leaders do have control over their actions and have more influence than they realize. This is the focus of the Four Essentials of Culture Change.
Jeanne Malnati is the CEO and founder of The Culture Group, where she’s been making an impact in organizations and in her community. This post is based on her UltimateCulture Conference presentation and features insights from her consulting work and in building an award-winning family business, Lou Malnati’s.
