A 5-step guide to managing culture.

A Forbes study revealed that, although culture was a top-three priority for company boards, only 20% actually spent the time required to manage and improve it.  Hardly surprising, given that even industry experts often seem to be at a loss when it comes to measuring, managing and changing culture. Despite ‘culture’ being the buzz word of the last few years, many of us are still left to ponder…  what actually is it? A company’s culture is like the personality of the company.  It is how most of the people who

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There’s no point discussing culture until you’ve identified it.

There are two components to culture:  1) strength  and  2) style.  Most of the time when we talk about culture colloquially,  we are talking about strength.  A Harvard study of more than 200 companies found that a strong culture can increase net income by more than 700% over ten years.  This kind of statement seems to suggest that good culture is a ‘one size fits all’ solution.  However, Pixar, Google and Huawei all have strong cultures, yet also distinctly different cultures. There’s no point trying to strengthen your culture unless

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Engagement drives productivity… what drives engagement?

Everyone is talking about engagement.  This is probably because research studies have consistently shown that employee engagement is the common thread between profitability, productivity, employee retention and loyalty.  According to Gallup, two thirds of full-time employees are disengaged at work and this results in billions of dollars’ worth of lost productivity.  It seems clear that our current performance models are not working.  What is less clear is how to create an engaged workforce in our increasingly disrupted and volatile business landscape…  By ‘not working’ it’s important to distinguish between thriving and surviving

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