Over 30 years of research across thousands of organizations using the Organizational Culture Inventory® has shown positive relationships between Constructive cultural norms (that is, expectations for members to behave constructively in order to “fit in”) and motivation, engagement, teamwork, quality, external adaptability and, ultimately, profitability.
Dr. Robert Cooke and Cathleen Cooke respond to questions and comments following their webinar on the timely subject of Culture and Hybrid Workplaces.
Being an agent of change for an organization’s culture requires solid strategic and communications skills. Those experienced in helping organizations to change their culture confirm that it can be a massive undertaking.
With a solid mission in place, a focus on the ideal culture, along with improved processes and procedures and more-clearly defined roles, leaders and members know where they’re headed and how to get there.
Instead of letting fear drive knee-jerk, dysfunctional reactions, we seek to help people transform their relationship to fear so they can recognize fear when it arises and discover a new, constructive and creative response to it.
Having spent a lifetime helping and healing organizations, Kathy Hagler assures us that we can move from crisis to creation. It’s all about choice. Most of us are good at knowing what we don’t want, but not what we do want. This causes us to react subconsciously as opposed to intentionally and consciously setting a course. We are all struggling to survive when we want to thrive—and so are our organizations.
The state of the art of organizational culture today versus half a century ago—with an emphasis on the Organizational Culture Inventory.
Inquiring minds, organizational culture, and replies to Q&A during our 50th Anniversary Webinar (Part 2)
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.
Working collaboratively together, when apart, requires a Constructive, inclusive team culture. Teams make better, faster decisions when they tap into the diverse views of every member while engaging in a process that ensures clarity and commitment for outcomes.
A survival simulation game like the Digital Subarctic Survival Situation is ideal for virtual team building activities, virtual team building games, or learning exercises like team building simulations that helps participants understand and practice behaviors and skills that contribute to effective decision making, which are applicable to most organizational team situations. The exercise requires team members to engage in two critical cohesive behaviors – allowing healthy, productive conflict and creating buy-in for decisions.
The impact of a Constructive culture does not end within the walls of an organization. HRCI has a significant impact on the HR field. More than 500,000 HR professionals have earned certifications from HRCI, including certification holders in more than 125 countries.
Understanding culture assessment and strategy and the difference between culture vs. climate, will help in your work to change organizational culture through the use of culture assessment tools.
Culture is the common thread in delivering equitable and effective public safety, according to newly retired Plymouth Police Chief Mike Goldstein and public safety culture consultants Cathy Perme and Amber Peterson, and corroborated by data.
Culture can be the unstoppable force to maximize your organization’s potential, but attempting to understand and evolve culture is not for the faint of heart.
The power of organizational culture for achieving outcomes of value continues to be increasingly understood and accepted across industries and throughout the world. In the process, however, there has been growing tendency for leaders and consultants to try to create problem- or issue-specific cultures—that is, sets of values and norms narrowly directed toward and defined by the latest or most urgent organizational problems that need to be addressed and resolved.
The right culture doesn’t depend on factors like industry or strategy. The right culture can only be uncovered using the right processes and tools. Do your homework to discover which ones those really are – and that will identify the gaps between current and ideal cultures, propose levers for change and move your leaders, employees and company in a Constructive direction.
Although virtual facilitation may pose certain challenges, a digital structure also offers many advantages. The insights here will provide you with ideas for designing and delivering engaging learning programs when you and your participants are geographically dispersed.