Engagement is based on what we have and do; Culture is what we have, do and BE.
Are you a great leader?
Ask yourself the following questions, because they will not only improve your leadership impact, but also allow you to be clearer about who you are as a leader and what matters to you.
Our latest digest of culture change takes a look a Uber's new cultural norms, a Reese Peanut Butter Cup metaphor and reasons to focus on employee engagement.
There are many fundamental differences between the opinions and actions of Emmanuel Macron and Marine Le Pen, the two final candidates in the latest French presidential elections, which saw Mr. Macron win and become the youngest president of the Fifth Republic. One difference that struck me was how they both approach the cultural debate.
There’s a silent power within your organisation that’s quietly moulding the patterns of behaviour that will determine your culture. A survey probably won’t detect it, but identifying and shifting it will have a significant impact on performance. We’re not talking about values or behaviours here, but something far less universal and more specific to individual organisations. The dominant, but tacit, influencer that has the capacity to both limit and liberate a business: our shared organisational beliefs.