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There Is Nothing Wrong With The Term ‘Company Culture’

Dan Pontefract

The headline from Harvard Business Review read, Why “Company Culture” Is a Misleading Term. “Organizational culture is assumed to be important to making sure that employees are happy and productivity is good.

Apparently, Organizational Culture is Crap

Dan Pontefract

The one thing we can be assured of until humans safely land and colonize Mars is “ organizational culture ” will continue to be a topic of conversation. ” That sounds like a pretty good starting point of organizational culture to me. yes, through its culture).

The connected company

Dave Gray

Do you know what the average life expectancy for a company is? In a recent talk , John Hagel pointed out that the average life expectancy of a company in the S&P 500 has dropped precipitously, from 75 years (in 1937) to 15 years in a more recent study.

Chance favours the Connected Company

Harold Jarche

About 18 months ago I wrote in Embrace Chaos , that I think the outer edge will be where almost all high value work gets done in organizations. Core activities will be increasingly automated or outsourced and these will be managed by very few internal staff.

Reflecting on the State of Enterprise 2.0 as an Organizational Culture Change Agent

Dan Pontefract

to solely be defined as a technology change and not a behavioural change for our organizations. Discover content through people,” and “Companies are not communities.”. Culture. not implementing technology as the antidote for culture change). Culture enterprise 2.0

How To Build A Truly Purpose-Driven Company Through The Example Of Stocksy

Dan Pontefract

In fact, the company celebrated its 2 billionth Uber ride this past July. Whichever way you slice it, both companies are wreaking havoc on existing business models. These are not truly “sharing economy” companies.

Why People and Companies Die While Cities Keep Growing

Irving Wladawsky-Berger

In particular, he wondered if we could apply empirical, quantifiable and predictive scientific methods to help us better understand complex biological organisms and social organizations like cities and companies. He then turned his attention from biology to social organizations.

Building a Culture of Continuous Learning

Charles Jennings

To achieve these three targets, we need to think out of the traditional learning and development box – beyond the class/course and eLearning module approaches towards embedding a culture where learning becomes recognised as occurring within the workflow. Most people get it.

The Connected Culture

Dan Pontefract

Chaordic is any self–organizing, adaptive, non-linear, complex system, whether physical, biological, or social, the behaviour of which exhibits characteristics of both order and chaos or, loosely translated to business terminology, cooperation and competition.

Disruptive Innovations and Large Companies

Irving Wladawsky-Berger

A few weeks ago I gave a seminar at an executive management class for a large, global company. The class consisted of up-and-coming executives, roughly in their late 20s and early 30s with 5 - 10 years in the company. Given my long career at IBM, as well as my more recent involvement with Citi, it is not surprising that I am particularly interested in entrepreneurship and innovation in large companies. Startups are generally organized around one central innovation.

If Your Enterprise Social Network Is a Ghost Town It’s Probably Due To Your Corporate Culture

Dan Pontefract

One I know thousands of other companies and organizations are struggling with at this very moment. Tell me, would you describe your culture as one that is open or closed? We’re a financial services company. It’s happening across many organizations.

organizations are people

Harold Jarche

” 8 Symptoms Of Organizations On The Cusp Of Change by @MarkRaheja. “In theory, organizations are meant to enable us — to make us faster, stronger and more effective than we’d be on our own.

13 books on learning, people, organizations, corporate culture, and change

Jay Cross

A New Culture of Learning by Douglas Thomas and John Seely Brown. The Connected Company by Dave Gray. This morning I conducted a webinar on Making Learning Stick. Funny, isn’t it, that we invest so much to help people learn and so little to help them remember?

Stop Killing Your Corporate Culture

Dan Pontefract

According to Waterstone Human Capital and their 2010 Canadian Corporate Culture Study Results : 71 per cent of respondents say their organization’s corporate culture drives sales and revenue. This would definitely help stop many corporate cultures from being killed.

The Hyper-social Organization – Review

Harold Jarche

The main premise of The Hyper-social Organization is that social media, connectivity and always-on technology are enabling what humans do naturally; to be very social. The authors on knowledge management: Of course, one of the big challenges for companies is that, unlike information or data, knowledge does not flow easily, as it relies on long-term trust-based relationships. How much of a “perpetual beta” culture do you have in your company? Tweet.

What is stopping companies from measuring learning: Skillsets, datasets, toolsets or mindsets?

Xyleme

. Is your company''s learning and development strategy wedged between a rock and hard place? In short, learning and development organizations and departments are suffering from an analytics crisis. What''s more, Prpich cites organizational culture as another stumbling block. "If

The new shape of organizations?

Clark Quinn

As I read more about how to create organizations that are resilient and adaptable, there’s an interesting emergent characteristic. While I haven’t had a chance to think about it at scale, like how it would manifest in a large organization, it certainly bears some strengths. More recently, on Harold Jarche ‘s recommendation, I read Niels Pflaeging’s Organize for Complexity , a book also on how to create organizations that are high performance.

Using network perspectives to visualize changing culture and meaning

Ross Dawson

I’m a big fan of Tim Stock ‘s work, which weaves together a deep network perspective with a rich view of how culture is changing informed by semiotic analysis. I earlier shared one of his presentations in a post on how the culture of luxury is changing.

Micro-blogging can help build your organisational culture

Dan Pontefract

As a consequence and according to Gallup Management Journal , this disengaged and disconnected culture (in US-based organisations) is costing $300b per year in lost revenues alone. Moving Towards a Culture of Sharing. Exchanging Ideas; Improving Culture, Knowledge and Networks.

“Never get sucked into the ‘company knows best’ approach to your career”

Jane Hart

Always remember that YOU are in charge of your career Never get sucked into the “company knows best” approach to your career.” “In today’s digital economy, you are only as good as your network … When work is learning, and learning is the work, organizations need to look at how good people are at actively engaging in learning networks. And watch your company take off.”

Why People Leave Organizations

Kevin Wheeler

Why do people stay at a company or leave? People from different cultures respond differently to various factors as do those of different ages. Professor David Finegold and Senior Research Scientist Susan Mohrman, at the Center for Effective Organizations at the University of Southern California presented a paper in the Spring of 2001 at the World Economic Forum in Switzerland entitled: What Do Employees Really Want?

5 Use Cases for a Corporate YouTube in Organizations

Dan Pontefract

Previously I’ve discussed the benefits and uses of micro-blogging , badging and virtual worlds inside an organization. Once you have video sharing in place, what are some of the effective ways in which you can utilize it within your organization?

Reflections on the Nature of Human Organizations

Irving Wladawsky-Berger

For most of history, the vast majority of people lived in farms and villages, and worked in relatively small organizations. . We learned that in many cases, our human organizations are more efficient the larger they are. Furthermore, larger organizations are typically accompanied by an increase in human interactions which improve their overall creativity and potential for innovation. All that growth generally leads to ever larger, multi-layered hierarchical organizations.

Micro-blogging can help build your organisational culture

Dan Pontefract

As a consequence and according to Gallup Management Journal , this disengaged and disconnected culture (in US-based organisations) is costing $300b per year in lost revenues alone. Moving Towards a Culture of Sharing. Exchanging Ideas; Improving Culture, Knowledge and Networks.

Do You Work for A Nonprofit That Promotes A Culture of Wellbeing in the Workplace?

Beth Kanter

A few weeks ago, I wrote a blog post called “ Why the Nonprofit Work Ethic Is Outdated and Needs Change ,” about why nonprofit professionals need to pay attention to self-care and bring a culture of wellbeing into the nonprofit workplace. (The

The ‘Occupy IT’ Movement of Organizations

Dan Pontefract

In 2003, when Nicholas Carr penned the piece “ IT Doesn’t Matte r “, an overlooked definition of what he referred to as ‘infrastructural technologies ‘ may now be, in 2012, unintentionally defining the relationship between IT and the organization.

Building Stronger Organizations

Clark Quinn

A recent Ross Dawson blog post included a mention of building flexibility: “the more flexible the organization, the more able it is to succeed&#. Which reminded me of some work I assisted Eileen Clegg with on extremophiles that we wrote up for Marcia Conner & James Clawson’s book, Creating a Learning Culture.

‘Sharing’ culture

Clark Quinn

I was in a recent conversation about a company facing strong growth and worried about the impact on culture. Companies with a positive culture, a valuable offering, and a good business model are liable to face growth issues, and maintaining or starting a good culture becomes a critical issue to maintaining the organization’s success. This company had a positive culture, in that people were diverse, friendly, upbeat, and committed to contributing.

What Does Resiliency Really Mean for Nonprofit Leaders and Their Organizations?

Beth Kanter

These three characteristics hold true for resilient organizations as well.…Resilient Resilient people and companies face reality with staunchness, make meaning of hardship instead of crying out in despair, and improvise solutions from thin air. Flickr Photo by J Ronald Lee.

Has Wells Fargo’s CEO Forgotten How To Lead?

Dan Pontefract

But what this comes down to—as it always does in the aftermath of a PR disaster like with the Wells Fargo story—is an indictment on corporate culture and leadership practices. Not once did Stumpf insinuate that there was a corporate culture issue at Wells Fargo.

Did Zappos Just Ruin Their Culture Or Is It A Brilliant Org Redesign?

Dan Pontefract

After selling LinkExchange, Tony founded an incubator and investment firm with his friend Alfred Lin (called Venture Frogs), where one of the first investment bets made was on a little online shoe selling company you might have heard of. In a word, it’s all about “ culture.”

Technology, Media and Culture - the Best of Times or the Worst of Times?

Irving Wladawsky-Berger

USC’s Annenberg Innovation Lab (AIL) was founded in 2010 to study the transformational impact of technology on culture and on the media industries. How can you best understand the impact of disruptive technologies on something as deeply human as culture?

What does it mean to 'belong' to your organization? (Can u answer the culture question?)

Mark Oehlert

I hear what you''re saying - that''s the Marine Corps, we''re a company that sells X but the Marines make a powerful choice with their onboarding. Could we differentiate ourselves from our competitors clearly and sharply in a cultural sense? Onboarding. HUGE topic right?

The Great Transformation of the Organization Still Needs the How

Dan Pontefract

” The ‘we’ he referred to might have been leaders in today’s organizations. It helps an organization’s margins improve because they make markets vibrant. Efficiency innovations – helps an organization get lean.

How Do You Know When You Have Reached a Collaborative Culture?

Dan Pontefract

‘Tis my naivety or perhaps it’s my over exuberance for corporate culture karma. Several of the ones that caught my attention include the following: I love how Simon infers it’s at the point when the top leader of a company is open, reflective and humble.

The ‘Occupy IT’ Movement of Organizations

Dan Pontefract

As long as access to the technology is restricted – through physical limitations, intellectual property rights, high costs, or a lack of standards – a company can use it to gain advantages over rivals.” Organizations and its employees outside of IT have begun to, well.

Why Lean Programs Fail—Where Toyota Succeeds: A New Culture of Learning

Steve Denning

A new culture of learning. As result, practices are different throughout Toyota because different organizations are on different learning cycles. A new culture of learning in education. Jeffry Liker and Mike Rother have an interesting article entitled Why Lean Programs Fail.

Too Big to Fail, Economies of Scale, Cities, and Companies

Bob Sutton

Although I am interested in -- and an advocate -- of the power of growing bigger and better organizations at times, doing so is only justifiable in my view if excellence can at least be sustained and preferably enhanced, and the side-effects and risks to do not overwhelm the benefits.  This debate reminds me of some fascinating research on the differences between cities and companies.   Third, that cities rarely die, but organizations almost always do (he claims always). 

Why I’d Work With Google’s Laszlo Bock (one day)

Dan Pontefract

Anyone who is worried about the health of his or her organization in terms of life-work balance is a long-term thinker in my books. Over a one hundred — yes one hundred — year study, Google and Laszlo aim to curb the imbalance that manifests at their organization between life and work.

Notes on the future of distributed work and organizations

Ross Dawson

I came straight to the airport from a media panel organized by Cisco to follow up on their Connected World research study. Any organization that does that has an advantage over those that do not. Some companies are beginning to use tools to monitor that their staff are actually working at their computer, and finding ways to overcome the sensitivities associated with that. I am sitting in the lounge at Sydney airport, about to fly to San Francisco.