Positively impacting society on a global scale through culture awareness, education and action.

Taking the lead to create a more Constructive culture through your behavior, decisions, and interactions will not only help to breed talent, it will also help your organization to be more effective overall.

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In change leadership we talk about “organizational readiness” to prepare employees to embrace change. Rarely do we speak of “leadership readiness.” Yet, year after year, the lack of sponsorship is the number one cause of change failing to meet its objectives. Perhaps it’s time to talk about “leadership readiness.”

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Through the power of constructive conflict, an organizational culture of engaged, passionate, purposeful, loyal and connected employees can be sustained in ways that are measurable in profits and immeasurable in quality of contribution to the greater whole.

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This is a fascinating story of “small-town manufacturing meets culture and transformational change.” You will likely find these insights useful in your culture work.

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Positively shifting an organization’s culture should not be done with a quick fix. There is no replacement for understanding and educating the people in the human system to lead, navigate, and operate well in the face of change. Leaders must become champions of change to guarantee the organization’s alignment.

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Regardless of what’s driving this strong and impermeable sense of We, if we want a more constructive workplace culture, we next need to align these separate departments as a We. With a broader sense of We, we create a more constructive culture in which we can all contribute more, make a greater impact — and maybe even make the world a better place.

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