We’ve been collecting culture data for about two years now, and while we don’t have enough to provide truly statistically significant benchmarks (and don’t get me started, because I’m not sure culture benchmarks is the d ...
I’ve noticed an interesting pattern among the organizations that have measured their cultures using our culture assessment to date. While every culture is unique, I’m noticing that when it comes to Markers like Agility, ...
Everyone wants to know how good their culture is. They want to know if their people rate the culture favorably, they want to know if they are considered a best place to work, they want to know if they have good engagemen ...
Don't miss this upcoming webinar, featuring me and Dan Stark from Nimble User/Community Brands, to be held on Tuesday, December 5, at 1:00pm eastern time. Dan is super smart and has experience both on the technology side ...
No matter what kind of job you have, I’ll bet that a large percentage of your work day is devoted to one, single activity: Coming up with an answer or a solution to a problem you face. That’s what we do. We come u ...
I love data. I’m a cyclist, and in the group of friends I ride with, I’m known as “stats,” because I am always the one to report on our average speed and the number of meters we climbed, etc. So it shouldn’t be a surpris ...
Sorry for the bait and switch, but that’s actually the wrong question. People don’t resist change. They resist doing things they think are stupid. They resist doing things that go against their own interests. And here’s ...
I was debriefing some internal culture data with a client, and the CEO opened the conversation with his other senior leaders by referencing a book that Marshall Goldsmith wrote a few years ago: What Got You Here Won’t Ge ...
So it was almost two years ago (January 2016) that we announced WorkXO to the world. It’s the company that Maddie and I created with Charlie Judy, a cutting-edge HR leader in Chicago. At WorkXO, the three of us created t ...
I think we take management teams for granted, but given the power they have to impact both strategy and culture inside an organization, I think that’s a mistake. We should be intentional about them and, frankly, hold the ...
