Twenty years ago, branding was still new and organisations were reluctant to spend any money on it. Today, every organisation has a budget for its brand. Everyone is clear that the brand of a business is critical to its success.
Staff turnover is healthy. You want new blood, new thinking, new approaches to make your business better and richer. But at the same time, you don’t want your staff to leave quickly, because this means losing knowledge and experience, without mentioning the pain and the cost of recruiting.
Discover the seven signs of a good leader, why you need to implement an effective whistleblowing policy, how HR can foster innovative thinking, and much more in our latest Culture Change blog...
In my many years of consulting to organisations who are actively managing their culture I discovered an unexpected fact. The organisations who were doing it best were doing it with only limited external help, or none at all.
This was an uncomfortable truth, in the days where I worked for companies which made their money selling 'consultant days'. "What, you mean the client doesn't need us!" Building internal capability has to be a top priority for any organisation that is serious about culture. The core drive and strength must come from inside. (My yoga teacher tells me the same thing!)
I wrote a blog at the beginning of the year and I want to re-post an updated version today having seen an article in Fast Company which made some valuable points.
When I wrote I was visioning the future. Since we launched our new products into the market, which train HR professionals how to lead, manage and support culture, I ave a vehicle to make it happen. We believe that culture is do-able, and want to offer these products to support organizations who intend to develop their culture and need build more internal capability to achieve this. This capability will enable HR to link their contribution more closely to the business.