The more senior we get, the more tempting it can be to play not to lose. (As opposed to playing to win). I’ve noticed this trend amongst some leaders (and in myself sometimes). The more senior we get, the more conversative we become. At a…
Strong cultures flourish when organisations do three things. And weak ones prevail when they don’t. Values are a powerful tool for defining culture. Many organisations have them. But they can be little more than dusty, faded wall decorations. Here’s how to use your values to…
The best team members demonstrate these behaviours. But other people don’t. What are they? Have you ever noticed that some people are very good at what they do AND easy to work with at the same time? They’re a manager’s dream. Because we spend more…
Have things gone M-A-D between your workers and management? (mutually assured demonisation) It’s a sad trend in many organisations. Workers assume the worst of management. Management assumes the worst of workers. If workers are unproductive, managers think they’re lazy. If they ask for better work…
The hardest people to manage are those with attitude problems, not capability issues. So why do recruitment processes focus so much on technical fit, rather than cultural fit? I think there are two reasons: What’s the answer? Recruit people through the lens of the matrix…
As we’ve discussed in similar articles on both mission and vision statements, organisational values are an often used concept, but rarely well executed. Many organisations have developed a set of values, but very few have applied them in a way that truly and uniquely defines…