The fact is that no one has ever taught us leaders how to proactively manage a work culture that values respect and results equally.
Posts by Chris Edmonds:
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.
Would you like to improve your “batting average” on new hires, and enjoy greater culture fit more frequently?
Great bosses remove employee frustrations regularly. The best bosses set their team members up for success – not failure.
I don’t think I can solve the bicycle race “tack attacks” issue in this post, so let’s look at “tack attacks” in your workplace.