The Hidden Ways Organizational Culture Can Impact Your Team’s Functioning

Lead Change Blog

A few years ago when I was managing a high energy, informal, friendly, and fun team, I could count on everyone to work well together–with one exception. At a corporate or team level we would describe those cultures with different language: Flexibility/Discretion : The organization focuses on its ability to change with circumstances or market forces and empower its workforce. Quality of teamwork and the values they share are paramount.

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Transforming a Management System – A Case Study From the Madison Wisconsin Police Department

Curious Cat

Step 1: Educate and inform everyone in the organization about the vision, the goals, and Quality Leadership. Begin discussion with top management team and train them. Share feedback with the chief and his management team. Get buy-in from top department managers. This begins at the top with the chief and the chief’s management team. If top managers within the organization are not authentically practicing Quality Leadership neither will anyone else.


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How a Lean CEO Thinks and Why You Should Too

Leading Blog

The Lean CEO by Jacon Stoller gets to the thinking behind why Lean management works. It is a holistic approach to management. It is “a fundamental overhaul in the way companies manage people.” Stoller points out, Lean organizations outperform non-Lean organizations for two basic reasons: Brings Out the Best in People. It builds teamwork. Management does not lack data. It is a way of thinking about people that applies to any organization.

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Managers Aren’t Doing Enough to Train Employees for the Future

Harvard Business

For employees who lack supervisor support and encouragement for career development, only 15% say they their employer is providing them with opportunities to develop the technical skills they will need in the future, only 20% say their employer provides training in necessary “soft skills,” such as teamwork and communication. Just 8% report having the opportunity to develop necessary leadership and management skills. Learning. Learning to Learn.

Why Great Employees Leave “Great Cultures”

Harvard Business

A great culture is what you get when all three of these are aligned, and line up with the organization’s espoused values. You might espouse being a learning organization that develops people, but then not give people the time to actually take classes or learn on the job (system-behaviors gap). Every employee I have managed would give up their so-called perks for one thing: clear expectations. Does a manager value face-time more than outcomes?

Five Things That Help Create Real Teams | You're Not the Boss of Me

You're Not the Boss of Me

You’re Not the Boss of Me Skip to content Home About Me About This Blog ← Leaders and the Learning Organization Taming the Inner Mule → November 28, 2010 · 11:19 pm ↓ Jump to Comments Five Things That Help Create Real Teams The word “team&# is a perfectly good word that is in great danger of crossing the line that divides meaningful language from jargon. Sometimes a “work group&# of individual contributors is the best organization.

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How the Navy SEALs Train for Leadership Excellence

Harvard Business Review

Almost every world-class, high-performance organization takes training and education seriously. Crassly put, leaders and managers get knowledge and education while training and skills go to those who do the work. ” When I see just how difficult and challenging it is for so many smart and talented organizations to innovate and adapt under pressure, I see people who are overeducated and undertrained.