Jamie Notter Blog

BOTTOM LINE: You do NOT need to do them annually, because there are better ways to measure progress than running a whole assessment (see details below). We recommend running our culture assessment every 2 to 3 years or so, but it really should be done only when you...

BOTTOM LINE: In today’s remote/hybrid environment, more organizations/teams are bringing everyone together, in person, for multiple days. Be sure to make the most of that time by planning for deep dives, skill building, and relationship building, rather than endless...

BOTTOM LINE: Culture management needs to be professionalized, with things like position descriptions and a culture budget. But the people to do that—HR—often default to a compliance- and administration-based perspective, which can get in the way of good culture...

When I’m out on the speaking circuit talking about culture, people frequently come up to me and say how swamped my firm must be with culture projects, because culture is the number one challenge on leaders’ minds today. These comments started about a year ago, but...

I am writing a chapter for our upcoming book, Culture Change Made Easy, and the focus of the chapter is transparency. Specifically, we focus on the “lagging transparency” culture pattern that we identified in our research. Many cultures suffer from lagging...

Our upcoming book is titled Culture Change Made Easy, and we do believe that it’s easier than most people think (particularly when you can see your culture patterns). That said, we recognize that changing culture takes work, and it’s not without challenges. Here are...

BOTTOM LINE Getting under the surface of your culture is a better use of your summer down time than organizing the supply cabinet. Start with your core values and then pull out the competing commitments you have under the surface. Those hidden competing commitments...

BOTTOM LINE: If you’re going to delve into AI (and I think you should), you’d best start your culture change efforts at the same time. Why? Because AI gives you the opportunity to do deep innovation that can unlock tremendous new value, but if your culture is like...

BOTTOM LINE The reason people roll their eyes at your core values posters is because you’re only living them half way, and that’s because you have commitments inside your culture that contradict or compete with the core value itself. But if you can see the competing...