Culture Creep: The Impact on Business Results

shadow of leader

Research shows that organizations with high performance over a sustained period of time achieve their success because their people are coming to work each day to do more than punch the clock. Organizations are great not just because a leader is doing something great, organizations are great because lots of people are going above and beyond their job description and making a difference every day.

100 Culture Change Insights from 100 Culture Expert Posts

100

This is the 100th post on CultureUniversity.com and it’s only fitting I summarize 100 of the top culture insights shared by the outstanding line-up of culture expert and guest authors over the last two years.  The purpose of CultureU is to positively impact society on a global scale through culture awareness, education and action.

We’re making progress bringing visibility to culture facts and fundamentals that go beyond all the superficial and over-simplified culture content. These insights barely touch the surface of the important subject of culture but hopefully it will spark your interest to learn more.

I continue to learn at a fast rate from the CultureU faculty and guests. You may download the complete list of Top 100 Culture Insights at this link.

Here are 15 that stood out to me personally:

Leadership Behavior: The Power to Shape Culture

no drama

No matter how you define workplace culture there’s no denying that relationship dynamics play a primary role in how we do things and how we get along.

The most influential relationship in the workplace is the boss-employee relationship, and because of this even departmental leaders and middle managers can influence and dramatically shift culture in their own area of control, whether it be in a franchise, a small business or the department of a global company.

With relationships in mind I want to share a model that I introduced in my first book, Stop Workplace Drama. The Karpman Drama Triangle, was developed by Dr. Stephen Karpman who used the model for the purpose of explaining dysfunctional family dynamics. It turns out that it is also a great tool to use in the workplace.

Don’t Leave Your Culture To Chance

don't leave culture to chance

“I’m not sure I can do this.”

I’ve heard these words countless times. You may have as well.

During my 15 years as an executive for the YMCA, one of the globe’s largest non-profits now branded as The Y, I heard these words from a teenager about to climb a rock wall – on belay, but nervous about the task before her. I heard these words from an adult volunteer who has signed on for the first time to help with the branch’s annual fundraising. Her $5,000 goal during the three week campaign was pretty intimidating. I heard these words from a high school junior who was minutes away from running his first committee session in the Model Legislature and Court, even after weeks of training and practice.