Organizational Culture Quotes
Organizational Culture Quote of the day
In most organizational change efforts, it is much easier to draw on the strengths of the culture than to overcome the constraints by changing the culture.
Organizational culture begins in HR. This means to hire for attitude and train for skill.
Leaders are people who know exactly who they are. They know exactly where they want to go. They’re hell-bent on getting there.
A manager’s emotional commitment is worth more than their financial, intellectual and physical commitment combined.
To integrate one’s experiences around a coherent and enduring sense of self lies at the core of creating a user’s guide to life.
Any expert will tell you that if you want emotionally committed relationships then people must be allowed to be true to who they are.
Success for Managers means: I want to be in healthy relationships. I want a real connection with people I spend so much time with.
Values are the individual biases that allow you to decide which actions are true for you alone.
Careful now: even a financially rewarding, intellectually stimulating work environment isn’t the same as living your own values.
Your values are your essence: an undistorted mirror showing you at your pure, attractive best.
Success means: I want to know the work I do means something to somebody and helps make the world, if not a Better place, not a worse one.
The company may have captured their minds, their bodies and their pockets, but that doesn’t mean it’s captured their hearts.
Emotional commitment is a personal choice. Managers understand this even if their companies don’t.
This is your one and only precious life. Somebody’s going to decide how it’s going to be lived and that person had better be you.
Leaders make a lot of mistakes but they admit those mistakes to themselves and change because of them.
Managers know what they want most: to be allowed to achieve success by leveraging who they are, not by compromising it.
The high quality of a company’s customer experience rarely has anything to do with the high price of their product.
Companies should be the best possible place to practice fulfillment, to live out values and to realize deep connectivity and purpose.
Do you think your people struggle with being true to themselves? Do their values match up with their work?
Hard-core results come from igniting the massive power of emotional commitment. Are your people committed?
The nonessential employees, the type of workers whom remain at home when it snows, are the quickest to complain about how the talented persons of an organization behave.
Abolishing hierarchies thus means that people would not have set roles or tasks, but rather that these are in line with their skills and the necessary performance at a given time
Great leaders create great cultures regardless of the dominant culture in the organization.
In terms of organisational models and human relationship models, humankind has not evolved much over the last millennia.
Human behavior is only unpredictable and dangerous if you don’t start from humanity in the first place.
The first step out of the gate has to be knowing where you want to end up. What do you really want from your company?
The first step to solving any problem is to accept one’s own accountability for creating it.
Being relevant to your customers only when you’re trying to sell something means choosing to be irrelevant to them for the rest of the time.
There will be plenty of other problems in the future. This is as good a time as any to get ahead of them.
Your company is its own competition and can deliver itself debilitating blows the competition only dreams of.
Instead of waiting for a leader you can believe in, try this: Become a leader you can believe in.
The purpose of leadership is to change the world around you in the name of your values, so you can live those values more fully.
Profitability. Growth. Quality. Exceeding customer expectations. These are not examples of values. These are examples of corporate strategies being sold to you as values.
When you’re a manager, you work for your company. When you’re a leader, your company works for you.
Work/life balance is not about escaping work. It’s about living exactly the way you want to when you’re at work.
What first separates a leader from a normal human being? A leader knows who they are as a human being.
The worst thing in your own development as a leader is not to do it wrong. It’s to do it for the wrong reasons.
When rewards come from an external source instead of an internal source, they’re unreliable, which means they’re dangerous if you grow to depend on them.
Growing a culture requires a good storyteller. Changing a culture requires a persuasive editor.
