To what degree is your work culture respectful, validating, productive, and even fun? Most workplaces are not any of those things.
Posts by Chris Edmonds:
Changing an organization’s work culture is nearly simultaneously incredibly demanding and profoundly gratifying for senior leaders.
Leaders must build a solid foundation that ensures respect is as important as results in every corner of your organization.
The fact is that no one has ever taught us leaders how to proactively manage a work culture that values respect and results equally.
The reality is that there are people all around us that contribute ideas, efforts, and accomplishments. They make a big difference – a positive difference, every day.
But you don’t have to let the ebb and flow of your energy at work inhibit your duty to proactively manage the quality of your work culture.
In an ecosystem, cooperative interaction means a positive change for one individual or group also means benefits for the entire system.
When referring to one’s character, we must realize that character can be entirely self-serving, in service to others, or somewhere in between.
When embracing the MBA fallacy, leaders do a good job of defining purpose or policies or procedures.
Want a purposeful, positive, productive work culture? Use an organizational constitution to make values as important as results.