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Meetings: The Petri Dish of Company Culture

Benjamin Franklin famously said nothing in this world is certain except death and taxes. However, the average American worker would probably add meetings to that list. Research reveals that corporate executives

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Strategic Team Building: The Missing Ingredient in Strategic Planning

A colleague of mine once worked for a small organization that underwent a leadership transition. The new leader wanted to develop a brand new 10-year strategic plan. He summoned nearly

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Employee Engagement Takes More Than a Ping Pong Table

Often when I what a company is doing to engage employees, someone inevitably shares something like, “On Friday afternoons we can take an ice cream cart around!” “We’ll have a

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A Leader’s Role in High Performing Teams

When people hear the phrase “high performing team,” they often assume that means a perfect team – one without mistakes, conflict, or failure. In fact, the opposite is true. A

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How to Create a People First Culture

When I work with companies to help improve team functions and performance, someone in leadership inevitably asks, “Everyone talks about putting people first, but what does that really mean? What

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Assess the Gap: What Is Getting in the Way of Culture Change?

Over the past four posts, we have been discussing the blueprint to a high-performing company culture. As with any journey on the road to culture change, we usually come to

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Keep Culture from Becoming Just a Words on the Wall

In our last post, we talked about using a blueprint to change your company’s culture to a high performing one based on team accountability. After highlighting the six steps in

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The Road to Change: A Blueprint for Building A High-Performance Culture

We have been talking a lot about change recently. Specifically, we have been talking about how to change company culture to achieve accountability and results. Up to this point, we’ve

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Does Your Company’s Culture Make People Want to Work for You?

In our last post, we talked about why your company’s culture matters. When employees can identify with a strong culture, they will be more engaged and motivated to succeed, especially

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Why Does Your Company’s Culture Matter?

Is there a business, restaurant or a company’s service you frequent because you love what they stand for and you love referring them to others? This is what we would

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