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Scoop.it!
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hbr
Employees learn how to run meetings, have conversations, and set goals. 
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Scoop.it!
It’s a mix of organization, priorities, trust, and leadership.
Barry Deutsch's insight:
How to chase the elusive productivity holy grail. Perhaps, we should take a page from Google and Apple how they drive an extraordinary level of personal productivity.
Scoop.it!
Working on health works. It’s good for your people and for your bottom line.
Barry Deutsch's insight:
I found this article fascinating by McKinsey on the idea of using one of 4 recipes to improve organizational health or success. I liked their idea that focusing on just one allows a high level of speed to be brought into the process of change. Which one of these recipes are you focusing on?
Scoop.it!
What defines a great workplace culture? It may not be what you think
Barry Deutsch's insight:
Interesting variety of perspectives on work culture and the implications for the future. Do any of these descriptions match your company culture or issues?
Scoop.it!
If leaders take the following actions to improve employee engagement, business performance can improve dramatically.
Barry Deutsch's insight:
Good reminder of a few key things that you can do to increase employee engagement, especially showing how much you value their contribution.
Scoop.it!
Looking to recruit the best employees and minimize employee turnover? Look first to your company culture.
Barry Deutsch's insight:
Are your company values aligned with your culture - have you done a check around this area recently. Many employees are not engaged when these two are misaligned.
Scoop.it!
"Plenty of workers fib to get an extra day or two off. So ditch sick days for a different policy that can actually boost engagement."
Barry Deutsch's insight:
This article in Fast Company surprised me. First, I never imagined calling in sick was that big of a productivity loss, and that so many employees abused calling in sick. Creative approach to fixing this problem.
Scoop.it!
“Culture eats strategy for breakfast.” It’s a statement attributed to Peter Drucker, the famed management guru, and a concept that many business leaders ascribe to. I like to quote it, and I want to believe it, but is it true? There are great companies that have a great culture. I like to use Southwest Airlines …
Barry Deutsch's insight:
Interesting article weighing the issue of whether it's about the people or about the products/services. If it's your people that make a difference, then what's the implication of good vs. poor culture?
Scoop.it!
“Culture eats strategy for breakfast.” It’s a statement attributed to Peter Drucker, the famed management guru, and a concept that many business leaders ascribe to. I like to quote it, and I want to believe it, but is it true?"
Barry Deutsch's insight:
Do you have a great culture? Have you considered what needs to be improved in your culture? What would you like to emphasize about your culture? How does your culture compare to other competitors for the same products/services or talent?
Scoop.it!
Company culture helps you to identify the “way you and your team are doing things,” to find out what your core values are and to figure out what kind of people you need on your team.
Barry Deutsch's insight:
How do you define your culture. Loved this article - probably since I've always been a "closet comic book geek" and love the movies that have exploded onto the scene in the last few years about superheros. Which superhero would best define your culture?
Scoop.it!
Company culture holds the key to happier, more engaged employees and higher retention rates. Build a better culture with these 5 tips.
Barry Deutsch's insight:
Good simple article on the need to define culture - especially mission, values, vision. If you can't define your "true north" as the author describes it - then how can you communicate it for hiring and retention?
Scoop.it!
At Disney, the orientation process begins the moment an applicant walks into the Casting Center. From the door knobs on the front of the building, to the murals leading down the hall into the recruiting areas, candidates find themselves immersed in Disney culture early on in their hiring process, even before they are trained!
Barry Deutsch's insight:
An effective on-boarding program includes a training program similar to this article by the Disney Institute. So many advantages from Day One training. Culture integration, team building, excitement, and preparation for success. Do you prepare a formal training program - whether it's one week, one month, or the first 90 days - for every employee that you hire?
Scoop.it!
The right cultural foundation and the right priorities now could help your organization realize significant performance improvements. It might also deliver some of your strongest value propositions that can place you decisively above the competition. Read on to learn more.
Barry Deutsch's insight:
I've been curating a lot of articles recently on culture, vision, values, mission, and retention - and how they are all related. Now in an article in Forbes comes some validation of the link between the idea of defining your culture (possibly improving it) and outcomes/results. How well defined is your culture - have you benchmarked yourself against your closest competitors for who has the more engaging, positive, and attractive culture?
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Scoop.it!
Barry Deutsch's insight:
Interesting article on HBR regarding the balance of holding people accountable to results, outcomes, deliverables, KPIs, and metrics - yet also providing enough autonomy in jobs so that employees are compelled and excited about their roles.
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Barry Deutsch's insight:
The challenge of performance management is how to keep aiming for exceptional results, flawless execution, and better than average outcomes -- without stressing your workforce to the point of breaking. Good insights from this HBR article.
Scoop.it!
Rudeness and bullying are rife, says Stanford professor Bob Sutton. Wise leaders figure out how to fix their teams and organizations; and they start by taking a long look in the mirror.
Barry Deutsch's insight:
How much does the CEO or senior management team contribute to workplace dysfunction or culture problems?
Scoop.it!
New research finds that only 15% of employees believe that their organization Always openly shares the challenges facing it. And if an employee does believe that their company Always openly shares the challenges facing it, they’re about 10 times more likely to recommend it as a great employer.
Barry Deutsch's insight:
This article from Forbes talks about the need to be transparent, open, and communicate more effectively with employees about company issues, challenges, problems, and opportunities. Most employees feel like mushrooms - in dark about what's happening to the place they spend most of their waking hours. Better communication is a key element of a powerful and successful culture.
Scoop.it!
Supportive. Curious. Unafraid. These are some of the words that advertising agencies use to describe their company culture. But do any of these words actually connect them with what culture actually is?
Barry Deutsch's insight:
How can you describe your culture so that it is clear and precise? What are the elements you must consider when defining and describing your culture. This framework from Scientific American might be useful.
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Alfred Lin and Brian Chesky explain what culture is and how to build a strong one.
Barry Deutsch's insight:
Good article about defining the ambiguous term of culture, quantitative research, and the value of having a strong culture. Are you able to look at your business or organization through the same lens?
Scoop.it!
How employers can attract top performers through company culture.
Barry Deutsch's insight:
Good article by Mashable on some of the core issues of culture, attrition, and attraction. Even though the article is over 2 years old - every point made is still right on target today.
Scoop.it!
Information on what company culture is, why it important in the work place, and how to assess a company's work culture.
Barry Deutsch's insight:
This is written from the perspective of a candidate doing research on a company to figure out what their culture is like. The flip side from the organizational perspective is figuring what is our culture, how do we articulate it, does it matter, and is it important to our success. Could you do this with your culture?
Scoop.it!
Does your workplace have a high-trust culture or a low-trust culture? Read on to see which workplace description matches your daily experience. Hint: if you're constantly stressed and exhausted, you're probably at a low-trust workplace.
Barry Deutsch's insight:
Interesting perspective on a calculation of hours comparing a strong culture to a weak culture. How much productivity are you losing because you're unwilling to invest the time to develop a thriving, positive, energized, and engaged culture?
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Hiring Mistake #6 is Performance Bias, which is the tendency to become enamored with how the candidate “performs”, “presents” or “acts” during the
Barry Deutsch's insight:
Are you making the mistake of hiring candidates who "perform" well like an actress or actor, instead of measuring how good of an employee might they be. Our research over 30 years indicates almost zero correlation between the assessment of acting skills and real on-the-job performance. Is it time to take a check-up of your current interviewing processes to make sure your hiring managers are measuring the right thing in their interviews.
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Each culture has different tactics and unique qualities. But, universally, culture is about the employees and making sure they have a fun and productive working environment.
Barry Deutsch's insight:
The core idea behind this article is that it is important to get more employees to exhibit "discretionary effort" - proactivity, initiative, anticipatory behavior. It's about doing more than you are asked to do, going beyond the rock-bottom performance level we'll tolerate and and allow you to keep your job. What's one of the key elements behind discretionary effort - a great culture that engages employees. Where do you stand on making your culture GREAT?
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Problems in your culture could affect the ability to recruit great employees.
Barry Deutsch's insight:
Interesting warning signs about culture problems - particularly as they affect trying to recruit great employees. I've found the point about not knowing where they fit into the larger vision/mission, and what your expectations are for them - are two of the primary reasons great people turn offers down. Is it time to evaluate whether some of the folks you involve in the interview process are given off these toxic vibes?
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Core management practices - the article will surprise you that the best companies effectively execute on core, fundamental, basic, and block-and-tackle tactics and processes. It's not so much about creativity, innovation, and strategy.