While many things can be replicated from company to company, we can work hard to create a unique culture that is much harder to duplicate — thus building a unique culture that does not have to be complicated: it can be as simple as a small, but powerful sentence that helps employees spring into action.
We talk extensively in our next book about how leaders build a trusting culture. This HBR article is also helpful in understanding what specific questions to ask today when you are interviewing for a job in order to assess an organization’s culture to determine if it is a good fit for you. Aneil and I […]
Update 1-16-12: Goldman Sachs reviewing conflicts policies for M&A bankers according to the Wall Street Journal. Original Post 1-15-12: Occasionally, employees and former employees have the courage to speak the truth about what really takes place in their organizations. The results are typically not pretty, but such honesty is essential to restoring trust and addressing […]
The September 24, 2011 edition of The Economist reports these survey results from LRN: It found that 43% of those surveyed described their company’s culture as based on command-and-control, top-down management or leadership by coercion—what Mr Seidman calls “blind obedience”. The largest category, 54%, saw their employer’s culture as top-down, but with skilled leadership, lots […]