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Culture Tagged Articles

My thesis is that cliques at work have some helpful components, but they often do more harm than good by being exclusive elements in the culture. Top performance in any organization requires the best effort of the entire team, and when parts of the group are fragmented into insular cells, all kinds or gremlins creep into the structure. In the extreme, cliques can be hurtful to the mission of an orgnaization. But cliques are as natural as pancakes for breakfast. They form spontaneously and have their own unwritten bylaws that serve the members very well. How can leaders reduce the negative impact of cliques? Here are 9 ideas that can help reduce the problem.

Do You Play the Executive Whack-a-Mole Game?

Are you so busy solving problems and reacting to crises that you do not have time to develop the culture in your organization? If so, you are trapped in a whack-a-mole game. To get out, you need to carve out time to work with your group on improving the environment. Benefits - (1) reduce interpersonal conflicts - fewer problems for you to solve, (2) create more empowered employees - more willing hands to resolve issues, (3) lower stress and burn out.

12 Do's and Don't for Effective Online Communication
We communicate more online now than verbally. In many situations, people send signals that are not consistent with their intentions. Unfortunately, while the rules of excellent e-mail communication are common sense, they are not common practice. These simple 12 rules will allow you to prevent most problems when communicating online.

Ubiquitous Reinforcement
Great leaders know that reinforcement is the most powerful way to improve motivation. This article highlights four frequent errors in trying to reinforce people along with the antidotes. It also covers the need for reinforcement to be for the entire culture, not just for leaders to use.

Anti-Hubris Pixie Dust

We have all run into a narcissist leader somewhere along the way. This “Bull in a china shop” leader goes around all day creating damage – often with no congnition of it. There are two issues here. If you are a leader, how can you tell the extent to which your hubris is taking you in a direction at cross purposes to your intent? If you work in an environment where there is one or more narcissistic leaders, how can you improve conditions for yourself and your co-workers? These questions are so common that most people deal with some form of the dilemma every single day at work, yet despite years of effort and suffering, no relief is in sight. I believe there is a shaping process that can actually serve as a tranquilizer in the melee, but the application must be done with great skill to be effective.

Using Time Wisely
We all have the same amount of time each day. Some leaders seem to get a lot more done with less stress on themselves and everyone else. Others, seem to always be running around at Mach 7 with their hair on fire but getting less true work accomplished. What is the trick to getting more done?

Defining Success

We all want to be successful in life. Success has meaning to us in a very personal way. Some people long for financial freedom to be able to live out their lives in relaxation with enough money to pay the bills. Other people define success in terms of power, they want to have a large span of control. Still others think being successful means having excellent personal relationships and love in their lives. there is another definition of success that is provided by two very learned men.

Leading Change Initiatives
We are all aware that the pace of change continues to increase exponentially. Our frenetic world makes the need for effective change a matter of survival. Why is it that most change initiatives in organizations are impotent? My own favorite 9 prerequisites for successful change are outlined in this article.

Culture and Motivation

You have probably asked yourself, ¡§How do people become motivated to perform at peak levels over a sustained period of time?¡¨ Perhaps you found yourself coming up with incentive programs that reward based on money, vacations, or perhaps merchandise in an effort to motivate your employees. The reality is, motivation comes from within each of us is not generated by picnics or T-shirts. As a leader, do not seek to motivate your employees; rather, focus on building a culture of trust where individuals make the choice to become motivated.

Tips to Improve Team Culture

The culture of a team governs its effectiveness. Most teams have a culture that allows adequate performance despite many unfortunate outbreaks of tension and sometimes childish behavior. It is unfortunate that more teams do not experience the exhilaration of working in a supportive culture that produces excellent results. The methods of building teams into high performing units are well documented, but most teams do not go through the rigor required to get to that level. This paper blends well known processes with horse sense born of experience that will allow any team to perform better.

Leadership Assessment #6 – Builds an Inclusive Culture

There are hundreds of assessments for leaders. The content and quality of these assessments vary greatly. You can spend a lot of time and money taking surveys to tell you the quality of your leadership. There are a few leading indicators that can be used to give a pretty good picture of the overall quality of your leadership. These are not good for diagnosing problems or specifying corrective action, but they can tell you where you stand quickly. Here is one of my favorite measures. The leader always works to build an inclusive culture.

Leadership Assessment #16 – Build a Reinforcing Culture

Two Organizational States
In this article I contrast two extreme organizational states: one with very low trust, and one with very high trust. The contrast is stark. Most organizations operate somewhere between these two extremes.

Identifying a Better State for Your Organization
In this article I identify the start of the strategic process. The first element is to realize there is a better existence for your organization. Ultimately this leads to a vision of the future, but I will save that process for another article.

Clarifying Your Values

Every enterprise should be guided by a concrete set of values. These ahould be very visible and tangible. Unfortunately, mny organizations have not clarified their values. This leads to numerous problms in running the organization because there is no moral or ethical compass. Clarifying values takes time and energy, but it is time well spent. In this article I outline a specific process to do this critical work.

Creating a Brilliant Vision
If your organization does not have a compelling Vision, it is going nowhere. A solid vision of the future is the most important ingredient in any strategic process, yet often organizations just throw out a vision statement as a kind of placeholder to guide action. That is a crime. This article contains a solid process for creating an organizational vision that is brilliant.

Do We Really Need a Mission Statement?

Many organizations confuse the concept of a vision statement with a mission statement. They might say, "Our mission is to become the world leader in windows." Well, that is reallly a vision statement, not a mission statement. A vision statement is always about the future, while a mission statement is all about what we are trying to do today. It is very important to know that. This article will clarify a process to obtain a good mission statement.

Documenting Expected Behaviors
In creating a Strategic Framework, many organizations forget to include a documented set of expected behaviors. This is actually a critical step to do well. This article walks through a porcess of documenting behaviors. It is not rocket science, but it must be done.

Developing a Strategic Plan
Developing a specific Strategic Plan is fundamental to organizational progress. Once an organization has a concrete set of values, a vision, a mission, and a set of behaviors, it is time to document the strategic plan with tactics. This article gives a brief outline of the process.

Drawbacks of Leadership Evaluations
Leadership assessmants are ubiquitous, but there are several issues that need to be considered or the process will be flawed. This article highlights some of the problems with leadership assessments and offers antidotes and a refreshing new perspective on the qualities of leadership that are really important.

Importance of Culture and Communication in Leadership
What importance does culture and communication play in effective leadership?

Acting Like Adults
It is not uncommon to hear someone say, "People at work act like children most of the time." This is because in the pressure cooker of the working world, the behaviors of people get on each other's nerves, and they tend to regress back to the kind of playground rules that kept society in order when they were children. this does not wear well in an adult atmosphere, so what can we do about it?

Assume Best Intent
We can reduce conflict between individuals by establishing ground rules for behavior and holding people accountable for living up to their intended actions. One interesting and helpful rule is to always give the other person the benefit of the doubt when something does not seem right. I call it "assuming best intent." This paper describes how important this little rule can be in an organization.

What Puts Success in Succession?
Succession planning is vital to the long term survival of any organization. Unfortunately many companies do a poor job of succession at various levels. This paper outlines some of the key issues and gives several checklists that can help make these processes work better.

Challenges to Developing a Reinforcing Culture
A reinforcing culture is not only more fun for people, it is also much more productive for the organization. In other articles I have addressed the importance of a reinforcing culture and how to get it. Good reinforcement can be a minefield, yet it is extremely powerful. This article deals with the challenges of doing it correctly.

Valuing Diversity
Much has been written about the topic of diversity. This article deals with my views on the topic in terms of why and how to achieve a culture that values diversity.

8 Ways to Help Others Succeed
The highest calling for any leader is to grow other leaders. Great leaders seek to help other people regardless of their position. When you think about it, helping other people succeed is the shortest route to your personal success. This article gives eight tips to think about if you are really interested in helping others succeed.

Facing the Facts about Face in China

In China, the concept "face" influences all levels of society and business. It is similar to the western concept of pride yet different. As a westerner I feel pride once I accomplish something I've been working on, often whether others know of my accomplishment or not. Of course if others acknowledge my achievement, it serves to elevate my feeling of personal satisfaction. On the other hand, "face" is definitely a "public opinion" oriented concept, one that depends upon the respect and acknowledgement of another or others. So it's not so much "what I know about me" as much as it is "what others believe about me."

The New Face of People Development (Part 2)
An Organizationï¿½s Culture is its Personality and Attitude. To cultivate an Effective and Passionate Culture, we must understand and be able to influence the psychology of its group dynamics.

Purpose & Values are Verbs!
Forget "touchy-feeley" Using your core sense of purpose and values as an active tool set is as tangible as a financial statement or any spread sheet you could build. See how in simple terms from this article by Rudy Miick, FCSI, CMC

Do you do things every day that amaze you?
I very much enjoyed a seminar recently with a colleague Paul Dunn who is known internationally as ‘the wizard of wow’. I also love getting emails from Paul who often signs off with “be sure to keep on doing things that amaze you.” In this article are 5 ways you can do things everyday that will amaze you.

Love your job

Getting up and going to work each day is something that most of us do for many years. Yet few of us jump out of bed each and every day and can't wait to get there. It seems that we have to whine and moan about it to keep up with everyone else. It does not need to be like this and it is preferable that it isn't. When employees love what they do, they will go that extra mile for their boss and a far more positive culture will be created. This in turn can turn into increased productivity and profits.

Culture Fit

What is Culture Fit? Well the first place you are likely to hear about Culture Fit is when you are recruiting for new staff or being recruited yourself. For instance, Culture Fit Interviews differ from Behavioural Interviews, in that the Behavioural Interview attempts to find out about the candidate’s behaviour, skills, knowledge and experience. Culture Fit Interviews generally do not try to determine the individual’s capability, but rather considers the candidate’s ‘cultural fit’ with the organisation, their values and motivators.

Favoritism is a Huge Problem

John Wooden, the late famous basketball coach at UCLA once made the following statement: "Treating everyone the same is the most sure way to show favoritism." I puzzled over this statement for a while because I was taught it was important to treat everyone the same way in order to avoid playing favorites. John was indicating exactly the opposite is true. I believe his point is that individuals are all different, and each person has unique needs. If a leader treats everyone the same way, then he or she is really not being fair. Would you agree with that interpretation or is there something else I am missing in John's point. I believe there are seven antidotes to playing favorites in the workplace. They are listed in this article.

7 Keys to Creating a Customer Focused Culture

* Describes the problem of de-motivated employees and how mission statements - that were touted as being the great saviors of workplace culture - have fallen short. * Outlines a new management concept called CAST Meetings. The idea was developed by Jeff Mowatt after 10 years of working with organizations that face this challenge. * Describes how, within the first year of using this method, one organization improved employee morale noticeably, increased worker productivity by 34% and reduced customer complaints by 400%.

The Law of Attraction in Business
Most businesses don't follow the Law of Attraction, at all. I think that's a status quo approach that brings loads of Gravity. It's time to change that thinking.

Why Make Investments in Culture
Most CEOs are so busy solving critical problems they have no time to invest in improving the culture of their organization. This is a big mistake. The attached article explains the paradox and offers three key benefits to inventing in culture improvement activities.

An Antidote for Executive Stress
There is too much stress in the executive suite these days. I believe it is unhealthy. For sure it is not much fun. One antidote is to spend some time changing the culture. This article has a description of the problem and the benefits of an improved culture.

What’s the difference between a member, a client and a customer?

What’s in a name? Well, there seems to be some confusion in the market place around the terminology used to describe those people who pay us money for goods, services, experiences, donations, etc. Different industries can have different terms for the consumers of their products and/or services. We see terms such as customer, client, patient, guest, patron, member, subscriber, donor, etc. used to describe a person who buys our products or services and intends to use them directly. In short, these terms are referring to the same person – the ‘end user’. However, not everyone ‘consumes’ our products or services or is the intended ‘end user’. Some people or businesses buy our products or services to ‘on sell’ them to another party, often the final end user, but not always.

Can sales and medicine mix?

As you know, I am an advocate for the philosophy that ‘everybody lives by selling something’ and that people buy from people they trust. At its best, selling is about the principle of exchange:- the exchange of value where both parties benefit from open and transparent communication and know what they are engaging in. So can ‘selling’ be seen as a legitimate role in the various practices of medicine? I.e. GP’s, dentists, optometrists, physiotherapists, surgeons, etc. If we take it that good selling is where people are fully informed of the facts surrounding their situation, are given legitimate options to choose from, and are in a position to make their own decisions without fear of deception, bullying or intimidation then, yes, selling can form a part of the practice of medicine.

Workplace Change in Six Steps
Managing change in today’s organizations is not easy. Those companies that get it right win a significant strategic advantage over their struggling competitors. Leslie Allan shows how you can apply a practical change management process that will help you gain success on your next change initiative.

Culture Shock - do your people align with your corporate culture?
Why do people stay with organizations and why do they go? What prompts someone to join a company or move to a new one, particularly if there isn’t much difference in salary or position? Thinking about these questions, I began to reflect back on my recent vacation to Europe.

Culture Shock
Do your People align with your Corporate Culture? Why do people stay with organizations and why do they go? What prompts someone to join a company or move to a new one, particularly if there isn’t much difference in salary or position? Thinking about these questions, I began to reflect back on my recent vacation.

Merger Miseries 8 Scrambled Cultures
Blending organizational cultures after a merger or acquisition is often the most difficult part of the process. Many organizations fail because they did not anticipate the challenge of this step and institute processes that would have helped the integration. This article describes 12 ways to help make the process work better.

Why hiring or keeping the 600lb sales gorilla is a mistake

For many years the legend of the 600lb sales gorilla or Alpha sales superstar has been strutting the hallways and boardrooms of businesses. Often revered for achieving top of the league ladder sales results, yet feared by many for their aggressive, manipulative, ego centric, demanding, intimidating antics, countless CEOâ€™s and sales managers have allowed these sales prima donnas to remain in their sales teams but at what cost to their sales team and their business?

SMEs - a challenge for African countries
Why SME's are a challenge for African countries

SME's - does protectionism help
Is protectionism necessary in the African context fro SME's

SMEs - entrepreneurship in a true democracy
A look at the impact of a true democratic environment on entrepreneruship

8 Ways Leaders Build Culture
The culture of an organization is something that is highly impacted by the actions and words of leaders. This article describes what makes up the culture and 8 things leaders can do to improve it.

Who's Driving
Who is in control - and who is driving culture in your company?

The Secret to Business Happiness

A recent study revealed that the key to human happiness is the ability to live in the moment and place less emphasis on both the future and the past. This unique tendency of the human animal and our obsessive preoccupation with the past and the future are significant burdens that limit our happiness during life. The study indicates that both our stress over past events and worry about the future have a negative impact on our current happiness. Furthermore, the ability to live in the current moment and search for the contentment of the present is a critical key to deliberate joy and happiness.

Essential Keys to Team Success
There are four essentials that govern a team's success - leadership - Goals - Norms - Roles.

I'm not in it for the dosh...
when I first heard this hummm 'What do you mean the money comes second and the real value is in helping people? You're just talking rubbish! This is all so people join you're opportunity.' Bla bla bla So, any how, wanting to get some money & this was SO easy I joined.

Why You Should Change Your Organization's Culture

The culture of your company (and yes, your company has a culture now, whether you can describe it or not) is the habitual way people in the company respond everyday to challenges and opportunities. The habitual way of responding can help your company reach its goals, or it can hinder it. Culture can be changed, though not easily, but first you must know what kind of culture you have and what kind you want.

Employee retention – Look after your staff, look after your business

A business needs to know how to look after its people, and have them committed to their work and highly motivated. Its true strength lies in its people. This article gives 10 essential keys to keep your team loyal and enthusiastic about their organization. They are important to build team spirit and engender a desire to ‘give of one’s best’ They are all very simple to activate, but, having worked in industry in an advisory capacity for many years, I can tell you that they are essential for any organization that wishes to build productivity, retain staff and ‘stay the distance’. No business can afford to ignore them.

Motivation-How to Get It, Enhance It and Keep It
Some feel motivation is an emotion and promoted by external means, but the real and lasting motivation comes from within. Why do so many organizations struggle with motivation? Here is a simple four step process that will add dollars to your organization's bottom line.

Tribe, Nation, Business Unit – Are we not are all the same?
We often look to cultural diversity when considering organizational processes and strategic leadership. This article notes the need to understand cultural differences as they relate to business operations.

Building a Sustainable Organization Through Your People
Does your company have the right culture to ensure its viability and sustainability for the next 50 years and beyond? In this article, learn about the seven key areas your business needs to look at in order to be sustainable for the long haul.

A Vision for Sustainability
Sustainability is a viable and proven business strategy, which takes into account economic considerations, governmental issues, as well as demands from customers and stakeholders. Can you describe the purpose of your sustainability initiative? Can your employees? Can your customers?

Tell Me Something Good
"Don't trash your co-workers, tell me how great they are!" Wouldn't you like that type of atmosphere at your company? Betsey explains how one CFO is strengthening the culture of her company with regular acts of kindness.

The Role of HR in Mergers
One of the benefits of any merger is the ability to reduce headcount in redundant staff functions. I believe it is a mistake to reduce HR staff during the process. In addition to their traditional functions in the steady state organization, there are numerous critical functions that must be handled well for the merged organization to survive.

Creating a Culture and Brand That Makes and Actually Keeps Brand Promises
A positive brand and cultural alignment is a powerful competitive strategy! Identify your market and building a strong base your clients and customers will notice and will reward your efforts...

How to Tell if Your Employees 'Get' Your Brand
These eight questions help determine if your people are a differentiator for your organization.

Working Across Borders
Have you worked overseas before? What as that like? Have you considered how you would enhance your conversations with your colleagues, customers and consumers? What would it be like to engage in conversation with somebody who leads with a different life, culture, mindset and attitude?

M&A Courses - What's Missing

Some famous courses on Mergers and Acquisitions are seriously flawed because they cover only the mechanical parts of the process: such as due diligence, negotiation, legal aspects, asset disposition, etc. They fail to include the cultural aspects and the people issues in the course. I was astonished today to review the guts of a high-priced multi-day course that did not contain any references to the very things that cause many M&A efforts to fail. This article explains the details.

Leadership Insight: A Culture of Tattling

When we were all five years old, we couldn’t wait to tell on someone. Our job as little kids was to make sure than someone was held accountable for their buffoonery and with a little luck, it made us look good along the way. Unfortunately, that same behavior at age five can become pervasive and very destructive in the modern working environment. Team members telling on each other. Supervisors and leaders that validate the behavior. The creation of a culture of tattling.

Leadership Insight: The Great Turnover Bubble

It may well become the great turnover bubble of 2011. Or maybe 2012. The turnover bubble that is referenced has been created by economic conditions that began largely in 2008 but have been festering ever since. The bubble relates to a great number of people that would like to change jobs but cannot because other jobs are not available. When those jobs become available again, the bubble will burst and we will see a large migration of talent between companies and organizations.

Why is a company culture so important
I was reading a book call The World is Flat and the author was discussing the importance of a country’s culture in making changes in adapting to changes in the world’s economy.

Drucker, Culture, and Safety
The Safety Culture Index is compiled from a 41-question survey that will help managers assess just how effective their workplace culture really is at preventing accidents. It helps managers to zero-in on, and implement improvement plans against the specific areas that require attention to reduce culture-spawned safety risks.

Quality Check for Meetings
This article contains a very simple method for improving the effectiveness of meetings. The idea is so simple, it is amazing it is not used more often.

Making the Transition
Consistency in any organisation is vital to ensure results. Leadership, structure, systems and consistent delivery create growth. But as organisational growth occurs and it outgrows its present structure and systems, then these need to change. A lack of change will cause instability and growth will stall.

Great Stories Change Cultures

It’s always fascinating talking to clients and listening to engrossing, sometimes astonishing, stories about their organisations and their Brands – what surprises me is how few of the really good ones are used as company assets to strengthen their cultures and inspire their workplaces to positive change. Many change initiatives fail is because they rely too much on the classic ‘data gathering, analysis, report writing, and presentations’ instead of more creative approaches that use great stories to grab feelings and to motivate real performance improvement.

Lost in Translations
Cross-cultural communication is challenge enough for leaders. Add to this challenge effective translation of material into other languages and there is virtually no record!

Cross-Cultural Communication and Change
When we recognize that cultural activities outside of the market create customized products relevant to the culture, we create innovation and cultural market viability.

Western Arrogance and the Multinational Organizations
find it interesting that western civilization is seen as arrogant, dominating, and imperialistic (Rodges, 2011) when many countries embrace many of our cultural attributes. From my own experience, as an American I have been guilty in the past of assuming that some Europeans are very much the same way.

5 C's of Body Language
We often forget how powerful body language is in our communications. We are constantly sending and receiving numerous signals from each other as we interface. There are over 30,000 cataloged gestures and facial expressions that constitute a robust language. Most of the time we read body language cues automatically, but sometimes we do make a conscious effort to decode meaning from gestures.

Developing the Global Leader – Transitioning Leaders and Their Organizations to a Global Environment.

Entering the 21st century we find a time of unprecedented globalization of business and economies. The advent of the Internet and other technologies are linking individuals across cultures and creating collaborations unheard of in centuries past. Accessibility of information and goods via the Internet open the doors for nearly every business to have a global presence. Reality dictates that understanding geography, language, customs, values, ethics, varying laws and national psychologies will all determine the success of a leader within the global marketplace. Leaders who take the time to assimilate into another culture will best develop relationships that will positively impact their organization.

Motivation Mistakes
Listen carefully and you will hear managers at your place of work use the following phrase numerous times a week, "We have to motivate our people." This overused phrase actually shows a poor understanding of motivation on the part of the speaker. Reason: "Motivate" is not something you do to another person. Motivation is a prime benefit of a leader working to create a culture of high trust.

Relationships are the new wealth of the global economy
There are certain barriers to consider in cross-cultural communication. Zweifel (2003) reminds us a global leader already understands the dynamics of language as the very reflection of the culture in which the organization operates (p 25).

High- and Low-Context Cultures and Power Distances
Literature provides argument that cross-cultural communication is a complex matter. Edward Hall argued much of the human communication is non-verbal and always follows cultural and contextual patterns (Katz, 2006). Hall further argues that there are two key concepts: High-Context v Low-Context and Polychronic v Monochronic (Babel, n.d.).

Considering high-context vs. low-context cultures and its impact on cross-cultural leadership communications.

Communicating in your own native language is difficult enough. Add to this the nuances of differing cultures and we have a rather complex matter. Such nuances create certain barriers to communicating in a cross-cultural setting. Today, more than ever, leaders must find ways to influence people in varying cultures. Further, leaders must begin to understand the implications of globalization and how the very patterns of thought are based on the individual’s culture of origin. This article seeks to outline the meaning of high- and low-context cultures; polychronic and monochronic cultures; and explain how leaders may begin to better communicate within the context of these differing cultural settings.

Shame Leadership - Communicating Across Cultural Boundaries
Understanding culture and its values aids the communicator in dealing with conflict resolution. There are ways we can be more culturally sensitive in handling conflict.

Managing Cross-Cultural Conflicts – Expressive or Instrumental
Understanding the nature of conflict is important to its management. Conflicts are inevitable and understanding the nature of conflict is critical to developing and maintaining lasting relationships.

Interpreting culture and its impact on conflict resolution
To interpret the culture and its impact on conflict we must begin to understand inquisitiveness is at the core of effective global leadership.

Developing a Cultural Hermeneutic to Conflict Resolution
In dealing with conflict, leaders should develop a cultural hermeneutics that assist the leader and organization to function successfully within a given culture.

Situational Emotional Intelligence

One's Intelligence Quotient, or "IQ," describes the ability to think and learn complex concepts. It is usually a fixed quantity, and we have only minor ability to influence our IQ as we develop. Emotional Intelligence, or "EQ," is the ability to understand emotions and the skill to use that knowledge to control ourselves and others. EQ is a skill that can be learned, and we can increase our EQ throughout life.

Leadership Development in Different Cultures - Not Everyone Thinks Like Maslow

When talking about leaders and leadership it's not very long before motivation as a topic arrives in the discussion and when you ask people what they know about motivation, Abraham Maslow and his hierarchy of needs will show up fairly soon. The problem is many cultures do not see the world that way and as we find ourselves in emerging markets some of our truths may need to be challenged or questioned

Leadership Development in Different Cultures - What Do we Want from Future Leaders?

As organisations find themselves in places where maps of past experience and cultural biases are not very helpful they need to think what that means for the leaders they want to appoint or develop. Future leaders need to quickly see and understand the underlying assumptions about how the world works in a given community or culture and make a judgment call on how to work with this if it differs greatly from how their own organisation "does life". ClearWorth's research with several major international organisations has revealed two factors or competencies that seemed to capture what they were looking for in the people who would be helping the organisation achieve its objectives in these "brave new worlds".

Leadership Development in Different Cultures - What's Your Leadership Model?

As organisations seek to recruit and develop talent in emerging markets, specifically in positions of leadership and management, the question of a culturally acceptable base model for such development includes considering what such things as "leadership" represent or mean to the host culture.Leaders need to learn how to have conversations with their people in ways that achieve the organisational objectives and respect the cultural influences.

Success Or Failure Depends On Your Companys Corporate Culture
Your corporate culture is the key to success or failure. Find out how you can identify and change your company's corporate culture. Higher profits or more sales can be realized with a positive corporate culture.

Building your Leadership Culture for Today’s Business Climate
What is your Organizational Culture? What does "Organizational Culture" have to do with leadership culture?” Do your top executives set the tempo and culture of your organization?

When to Change Your Corporate Culture
By definition, your culture produces your results. You cannot expect your current culture to produce new results. It may not be a bad culture; it simply isn't what’s needed if you want different results.

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