Jamie Notter Blog

Everyone wants collaboration, particularly across silo lines, but we often fail to acknowledge that collaboration comes with some down sides as well, specifically the toll it can take on speed. Collaboration requires meetings, and meetings take time. If you take...

More and more leaders are becoming very intentional about culture, and I LOVE that. They are not settling for generic core values—they are defining specific pillars that define their culture, which are rooted in clear behavior expectations. They’re not letting their...

I created a fairly simple maturity model for understanding the work of diversity, equity, and inclusion, and a common step in the journey is to move from informal conversations about DE&I topics to more formal training for all your employees. The informal...

Since the dawn of organizations there have been issues with silos. To be clear, we need silos—they don’t really need to be “busted.” They just need to be better at working together seamlessly. It’s okay to have “fences” that divide your functions, just have them be...

Everyone wants highly engaged employees, but few organizations have figured out how to achieve that goal—Gallup has been tracking engagement for several decades, and “highly engaged” employees never amount to any more than about one-third of the workforce. In my 2019...

A lot of organizations are realizing that the craziness of the last two years has had a big impact on workplace culture, to the point where they may not even know what their culture is anymore. That has them thinking about implementing some kind of formal culture...

Nearly every organization has a version of this customer service problem: customers or members reach out to you because they need some specific answer or piece of information, but frequently the person they get a hold of (phone, online, in person) doesn’t have that...

We’ve all gone through so much change recently that people now refuse to use the word “pivot” in just about any context. It’s quite interesting, actually, because organizational agility is something we’ve been tracking in our culture assessment for several years now,...

Many leaders are intentional about their culture. They define it clearly and they overcommunicate to staff about what it is, why it’s important, and what kind of behaviors they expect. That is all super important, but it’s not enough. If you want your culture to be...