Archive for culture SmartBlogs

What stories are told in your organization today? Are you aware of them? Do they reinforce your desired culture or do they inspire undesired actions?

Most leaders I speak to don’t pay attention to stories that are told in their company. They should, though, because stories are powerful. Stories direct actions, sometimes subtly, sometimes explicitly. They inspire action over inaction –which can be a good thing, if those stories inspire aligned behavior and considerate interactions.[…] Continue Reading »

My son is all grown up now and studying hard at university, but when he was a small boy and was naughty I remember the following dialogue.

Me: “Reece, why did you do that?”

Reece: “I don’t know.”

Me: “But Reece, you know better than that.”

Reece: “I know, Dad”

Me: “Well, if you know, why did you do it?”

Reece: “I don’t know.”

As adults, how many times do you find yourself or others doing what they know full well they shouldn’t do but doing it anyway?[…] Continue Reading »

It was another late night returning home from a business trip this week. Spring weather in Denver has been rainy for a week straight. We need the moisture (not as badly as other parts of the country), so no complaints.

The overcast was heavy with a light sprinkle as I left the airport on the hour’s drive to our mountain neighborhood.[…] Continue Reading »

Customer service is something that is a reflection of corporate values.

Good service is a reflection of good values. When an employee says that management makes it easy to do what’s right, it means they are teaching employees to put customers first and, most importantly, backing it up by example.

Organizations whose cultures place a premium on doing what’s right are organizations for which employees want to work and customers want to patronize.[…] Continue Reading »

Culture is a real field of study and real, if nothing else, in the sense that people believe in it and can perceive good, bad and nonexistent cultures.

But “culture” used off-hand is vague. It implies stasis when individual humans are not static. An organization is merely a collection of individual humans, and so culture is always fluctuating, affected by internal and external forces, and fragmenting.[…] Continue Reading »