NewWayToWork

A6: It is easier to design the right organizational culture than to fix a broken one. Plan accordingly.

Rigidity - Command and Control...

A6: Leading with technology and expecting change

A6: A blunt stick only serves to deflect change. Learn what matters to people and help them achieve their goals in support of the corp. culture.

ineffective leadership commitments & under-optimal change management practices

A6: And Top Down mandates to employees to "change"

A6: Cultures do tend to reflect the leadership at the top, at least in a lot of cases. Thinking you can change a culture without changing the leadership (either the people or the behaviors) is impossible.

threats,intimidation and double standards

Leaders that preach but don't walk the walk will not change culture

Not being adaptive.

Unavailability of tools to drive effective two-way communication

@DikBiz Agree especially if coupled with intimidation and fear - recipe for a toxic workplace.

A6: Changing culture without changing some of the people rarely happens. Leaders and employees sometimes need to go.

@ambarmstrong well said. That goes back to transparency and adaptability..

Being stuck in old ways will ruin a biz. Adapt! & Crowdsource to figure out what works for your employees & company

A6) Refusing to be open to change and using the line "we have always done it this way."

A6: Not including employees in the culture change process is poison. Employees don't often drive culture change, but they do often kill it.

A6: Not engaging your employees in the process

A4: Excel at communications, collaboration and engagement

A4: There is a powerful African saying – if you want to go fast, go alone. If you want to go far, go together.

I think it's important to get the team together a couple times a year, if not, at least have regular discussions to check in

@smaxson Agreed - we don't need to share the same set of cubes to share a culture...

A4: Engage employees by asking questions via virtual brainstorms

@vdimauro love that!

A4: Increased knowledge transfer among professionals extends corporate culture. It moves a professional from “me thinking” to “we thinking”.

A4: Aggressive communication and more effort to make people feel included is necessary for remote workers.

A4: And leverage technology and tools to help accelerate this communication

Technology has given us an opportunity to communicate globally with no boundaries – WE are ALIVE !

A4: The more we mentor, the more we learn. Mentoring is a way to keep corporate culture in tact.

@vdimauro I was going to say that :) One of my favorite sayings

By being more responsive.

A4: Read Scott Berkun's book The Year without Pants for a great perspective on this. http://www.amazon.co...

embrace technology that unites & do not underplay the human touch...remember fostering culture is not a one touch event , its a full contact sport

@smaxson yes! think social email like #IBMVerse keeping teams connected & on track

A4) Corporate culture is not a building, it is the people and communication is what feeds culture.

@skulbir well said...

A4: I don't think you can overlook the critical importance of bringing people together in person. Culture is social and social bonds deepen with face to face interaction. Berkun's book really plays this out.

we have to create common language in between teams

We breath technology

@DikBiz Thanks!

virtual meetings, shared documents, the ability to work on projects collaboratively.

A1: Culture is the way we do our work as a group - how we relate to each other and the customer.

Culture is set from the top mgt and new ways have to reward risk taking but "calculated risks"

A1: Culture is our thoughts, belief and actions that drive what we do and how we behave as organizations

A1: It's the collective values, beliefs and standards of behavior within an organization.

Culture is the way we think, learn & interact...and in todays data driven world culture must drive behaviors with tangible outcomes

A1: I think the key to creating and fostering culture starts with values. Being clear on values provides a terrific foundation.

all of the above coupled with expected behaviour of colleagues

A1: Sometimes the defining elements of culture are explicit, but what makes culture challenging is that it is often unspoken or implied.

And within an organization, it must embrace mutuality & continuous collaboration

@jasonlauritsen What's also challenging is that values are dynamic - they tend to evolve as the community grows

A1: Clarity is a requirement to shaping culture. Lack of clarity creates uncertainty. When there is uncertainty, the culture will find it's own path.

@jasonlauritsen good point Jason on value clarity

@smaxson Thank you. Super important step.

@DikBiz Absolutely right. Culture is made up of human beings and humans are complex, dynamic creatures.

Values, Collaboration, Authenticity and Inside-Out and Outside-In Dynamics.