How to Create a Learning Environment

Organizations cannot really change people and educate them, that is something employees have to do themselves. As a manager, if you feel responsible for people’s self-development–and you should be–a good alternative is to tweak the environment so that people change themselves, educate themselves, and start developing the desired habits…. Read More»

How Identifying Symbols Can Enhance Team Culture

It is said that a group of people is only really a team when they experience a shared identity. But it is hard to simply create an identity; usually this can only emerge. It often can’t be forced; it’s a natural process. It takes time to grow and nurture a shared feeling of belonging which holds teams, departments, and organizations together. [Magic of Teams, “Constructing a Team Identity”] You don’t develop an identity just by making people share a room or a building with each other. However, there is something you can do to help people develop an identity by themselves…. Read More»

On Creating a Powerful Organization

What scientists call distributed control is usually called empowerment by management consultants. Management literature cites plenty of arguments in favor of empowerment, such as improving worker satisfaction, increasing profitability, and strengthening competitiveness. All of these are true, but never forget that the real reason for empowerment is to improve system effectiveness and survival. We enable the organization to have more resilience and agility by delegating decision-making and distributing control…. Read More»

  • There’s a more human way to do business.

    In the Social Age, it’s how we engage with customers, collaborators and strategic partners that matters; it’s how we create workplace optimism that sets us apart; it’s how we recruit, retain (and repel) employees that becomes our differentiator. This isn’t a “people first, profits second” movement, but a “profits as a direct result of putting people first” movement.

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