Culture University

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

10 Guiding Principles of Organizational Culture

By Jon Katzenbach, Carolin Oelschlegel and James Thomas

How often have you heard somebody talk about the urgent need to change the culture? They want to make it world-class. To dispense with all the nonsense and negativity that annoys employees and stops good intentions from growing into progress. To bring about an entirely different approach, starting immediately. These culture critiques are as common as complaints about the weather — and about as effective. How frequently have you seen high-minded aspirations to “change the culture” actually manage to modify the way that people behave and the way in which they work? And how often have you seen noticeable long-term improvements?

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How are Culture and Neurosciences intertwined?

By Garo D. Reisyan

There is unprecedented evidence regarding the success-relevancy of an organization’s culture. Cooperation, leadership, innovation, mergers and acquisitions, strategy implementation, etc.—virtually everything is deemed to be depending on culture. A culture related competitive advantage is considered to be extremely hard to imitate. According to culture expert Larry Senn, “after 50 years, we’ve got there in terms of people getting that culture makes a difference."

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Organisational Culture has been a focus for business for more than three decades and demands attention as organisations try to attract talent, overcome low engagement levels, and build their reputations and sustainability. Culture (including organisational culture) reflects in shared meaning, characteristics and behaviour (internally and with the outside world). A workable definition derived from Hofstede for organisations, “it is the mental programming that we inherit from our ancestors and pick up from the people around us.”In juxtaposition is Jung on the development of individual character, “The more intensively the family has stamped its character upon the child, the more it will tend to feel and see its earlier miniature world again in the bigger world of adult life. Naturally this is not a conscious, intellectual process.”2

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Is the "Soft Stuff" Really Soft?

By Edward Marshall

“We don’t have time for the soft stuff” was recently heard in a senior leadership meeting. “Let’s get back to the real work—our budget and strategy for next year.” This team had just been through a training workshop that focused on leadership styles, their impact on the workforce, and the need to shift their behaviors toward more openness and collaboration. Comments on the “soft stuff” have been around for some time. It’s amazing in this time of work complexity, ambiguity, vulnerability, and interdependence, that some leadership still undervalue the importance of the human side of enterprise.

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Research shows that organizations with high performance over a sustained period of time achieve their success because their people are coming to work each day to do more than punch the clock. Organizations are great not just because a leader is doing something great, organizations are great because lots of people are going above and beyond their job description and making a difference every day.

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This is the 100th post on Culture University and it’s only fitting I summarize 100 of the top culture insights shared by the outstanding line-up of culture expert and guest authors over the last two years.  The purpose of CultureU is to positively impact society on a global scale through culture awareness, education and action.

We’re making progress bringing visibility to culture facts and fundamentals that go beyond all the superficial and over-simplified culture content. These insights barely touch the surface of the important subject of culture but hopefully it will spark your interest to learn more.

I continue to learn at a fast rate from the CultureU faculty and guests. You may download the complete list of Top 100 Culture Insights at this link.

Here are 15 that stood out to me personally.

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