Are you managing more change than constants in your business? In today’s often challenging business climates, most aspects of your organization will require change at some point. Effective change management is more important than ever
Take care to notice the counterproductive behaviors that harm your team’s collaboration, engagement and productivity. Let’s examine a few characters that hide in many teams. If you allow them to operate without constraints, your culture will suffer.
When team members don’t trust each other, we tend to see a variety of dysfunctional conduct. Trust is of vital importance for leaders. Equally critical is the trust between colleagues. Following is a short list of signs
What goals are there that will create positive change in your organization for next week, next month or next year? Decide on 3 short term and long term goals that you can start implementing today.
To foster highly effective teams, we must focus on holistic improvements and build an open and collaborative culture. To begin this effort, we suggest reflecting on aspects of your culture that commonly trouble projects and teams.
We know that greater trust leads to greater engagement, which in turn is directly linked to performance. Therefore when looking to improve an organization and its results, we need to develop the leader-team trust relationship.
Many office spaces are stuffed with junk of days gone past and suffer from dated, boring decor. This makes them all but inspiring and can be downright depressing. Not exactly a place for collaboration and creativity to soar.
If your culture could send signals, what would they reveal you about your core organizational values and collaboration in the workplace?
Are you avoiding conflict at work in favor of perceived peace? Is your culture supportive of dealing with conflict?
Great organizational cultures start with clear and meaningful values. Ideally they are simple, so they can be easily understood and applied.