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SmartBrief’s SmartBlog on Leadership and Switch & Shift are teaming up for a special series on workplace morale — June 9 to 13, 2014, with posts appearing here and on Switch & Shift. Summaries of many of these blog posts will appear in SmartBrief on Leadership, our daily e-newsletter for business leaders, and others of SmartBrief’s more than 200 newsletters for busy professionals.[…]

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Is your work environment lifeless and dull or active and inspiring?

Most organizational leaders put greater thought, time, and energy into their products and services than they do their culture. Yet culture drives everything that happens in organizations, day to day.

Who knows best whether or not your organization provides a safe, inspiring workplace? Employees do. They don’t miss a thing.[…]

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The foundation of high-performance, values-aligned corporate culture is a set of clear expectations for performance and values. Most organizations do a better job of clarifying performance expectations than they do clarifying values (or citizenship) expectations, so opportunities abound.

Once performance and values expectations are in place, organizational leaders begin role modeling and coaching to validate desired behavior and action.[…]

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How civil is your workplace? Recent research from Weber Shandwick indicates that more than 4 in 10 Americans have experienced workplace incivility, and 38% of Americans believe that the workplace is becoming more uncivil and disrespectful than a few years ago.

Workplace civility is a global issue. For example, in 2006, a British court awarded a Deutsche Bank employee £800,000 in damages for a “relentless campaign of mean and spiteful behaviour designed to cause her distress.”

There are hard dollar costs to workplace incivility.[…]

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What “cool companies” catch your attention? Are you drawn to them because of the unique brand, their cutting-edge products, their inspired workforce or possibly their consistently wowed customers? My colleagues and I at The Ken Blanchard Cos. seek out best-practice organizations based on two primary elements: high performance and values alignment.

In more than 12 years of research and experience with helping clients refine their corporate cultures, we have identified important practices that are common across the high-performance, values-aligned companies we study.[…]

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