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Sometimes, even with the best of intentions, confusion can be created and disconnection with the front line can occur. This can manifest itself into a culture of blame and lack of engagement.

The impact can be either positive or negative. What matters is whether the manager is focused solely on the task or if they have also considered the cultural context in which the task is being completed. Click the button below to explore an example and see how the right considerations connect to a better outcome.

Culture exists whether you recognize it or even want one. Your choice is whether you harness culture as an enabler for your business or leave it to chance on how it might stimy your business.

This is a great question as many organizations rely solely on an annual engagement survey to assess employee satisfaction and other areas of interest.

First, acknowledge that embracing culture is a commitment, not a project with a defined beginning and end. Culture should be tended and monitored to ensure it is producing the desired support for your business and not creating inadvertent barriers.

I read a lot about culture, including exploring what people in “Chief Culture Officer” roles write on social media and posts from other organizations in the business of promoting culture.