Culture University

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

Don’t Let Conflict Damage Your Culture

By Laura W. Geller

You know the types. There’s the office yeller, intimidating others with vitriolic rant. There’s the passive-aggressive underminer, nodding assent but then dragging her feet. There’s the colleague who gets angry over a perceived slight, but then quickly shifts tone. Conflict in the workplace is pervasive and unavoidable. And it isn’t always a bad thing. Healthy debate can be good for your corporate culture. It ensures that diverse perspectives are considered or lights the fire a team needs to move from a stalemate to a creative solution. But when they turn ugly, conflicts can damage your culture—straining relationships and putting teams at risk.

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We have used stories to pass on information for thousands of years and they remain the most powerful way we know to communicate. Indeed, the power of story is magnified in today’s super-connected, transparent world – the truth gets out fast and can be widely communicated – to millions of people all over the world – in such a short space of time.

Here is a story which illustrates how employees’ “felt experience” every day strongly shapes their perception of an organisation and how the impact compares to official “corporate messaging”. This, in turn, highlights the critical (often underappreciated) role played by facilities management in reinforcing organisation brand and values. What are the implications for the role of Facilities Management and the wider HR agenda?

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Measles, a disease once thought to be completely eradicated, is making a comeback. The flu vaccine was only 23% effective this year as long-identified strains continue to mutate. Hospitals breed superbugs and must continuously adapt to stop the spread of potentially fatal infections. Just as healthy people can be felled overnight by a new disease or drug-resistant bacteria, companies can sicken and even collapse if their culture is allowed to get seriously unhealthy.

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Create A Healthy Culture with Formalized Values

By S. Chris Edmonds

Is your workplace inspiring, engaging, and productive or frustrating, dull, and stagnant? Or is it somewhere in between?

Effective leaders pay attention to the quality of their work culture, every day. They know that culture drives everything that happens in their team or department or company, good or bad. They invest time and energy observing interactions, engaging with players and customers, celebrating aligned behavior, and coaching misaligned behavior.

Unfortunately most leaders don’t pay much attention to the quality and health of their team, department, or company culture.

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Toward a Trust Culture

By Edward Marshall

Imagine walking into your leadership team meeting wondering whether the same old politics was going to play out. Would the same people work their own private agendas, again? Would the same people be silent and watch it happen? Would everyone just be nice and kind and not honest, and let the meeting pass without ever addressing the elephant in the room?

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Is there a difference between mission statements and manifestos? Yes and no. Their intentions may be the same but that’s where the similarity ends. In practice, the outcomes of mission statements and manifestos are miles apart. Though manifestos and missions are crafted to bring people together behind a cause, manifesto’s have a much better track record of igniting action. The best are so emotionally charged that their catalytic influence can endure for centuries. Such was the case for the Ten Commandments, and the Declaration of Independence. As recently as fifty years ago, an emotional speech delivered from the steps of the Lincoln Memorial established a clear and convincing purpose for American Civil Rights. ‘I Have a Dream’ is arguably the most inspiring manifesto of our time.

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