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The leaders at ERDMAN saw an opportunity for the senior leadership team to set the tone and expectations for the entire company and help drive needed business results. While never an overnight change, culture transformation is a vital part of an organization’s success when done correctly and ERDMAN has already begun to see the results of the culture journey they embarked on in 2012.

There are numerous opportunities each day for a leader to strengthen Constructive cultural norms, many of which are particularly relevant to attracting and retaining talent.

With the unexpected opportunities and problems that leaders of all organizations face, there has never been a more critical time than now to start creating a more Constructive culture.

Your leaders may already recognize this but possibly don’t appreciate the extent to which the culture of the organization influences how they approach change -- including cultural change. Ironically, the biggest obstacle to changing an organization’s culture is culture itself.

The lack of sponsorship is the number one cause of change failing to meet its objectives. It’s time to talk about “leadership readiness.”

Harnessing the power of conflict is a proactive approach which boosts employee satisfaction, engagement and performance .

Janet L. Szumal, PhD with Robert A. Cooke, PhD

Simply put, Erik led this new organization transparently. He spoke openly about why the organization needed to change to remain viable.

For individuals and organizations looking to gain a competitive advantage in today’s modern work environment, developing oneself and improving the organization is an economic imperative.

Positively shifting an organization’s culture should not be done with a quick fix. Leaders must become champions of change to guarantee the organization’s alignment.

Join us in the Detroit Metropolitan area on Monday, November 18, 2019 to explore up-to-the-minute research, best practices, and practical insights from culture experts! Sponsored by O.C. Tanner and Human Synergistics, you are cordially invited to a morning event of insights and networking with other change agents.

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.

Perhaps one of the greatest retention tools in today’s fast-paced environment is to consciously create a culture of high trust. When employees trust their boss, productivity increases and retention remains stable.

It’s clear that traditional organizational structures are unable to keep pace with the demands of the digital economy and need to revamp to survive and thrive.