We’re loving this simple method to prioritize the ever growing task list. See the short video below with Barbara Corcoran on The Secret to Making a To-Do List That Really Works.
Tag Archives: Organizational culture
Halloween is one of those unofficial holidays when young and old can really get into the spirit. Depending on the industry that you work in, and the corporate culture, do your decorate your office, supply fun size candy, and does your staff dress up in costume? Vote in our quick poll below:
It is known that great people make a great team and great teams can overcome huge obstacles. Companies that work hard to find the best team members to join them and work equally hard to provide a challenging and rewarding environment to motivate and bring out the best in them are setting themselves up for success.
When a leader of a company believes that their business is about the people, it is their duty to foster that success. Building the relationships between those people builds the business. Losing incredible talent due to poor leadership will not make a company an employer of choice.
infographic source: Cornerstone OnDemand
Do you wake up in the morning and want to go to work? Are your employees feeling the same energy and drive as you do? Are they engaged? Does your staff feel valued and know that their contributions have meaning towards the company’s main goal?
Be aware of employee engagement. And be aware of it all the time, not just at review time. We hope these thoughtful quotes make you stop and think about the current corporate culture status in your organization. Is everybody engaged?
“When people are financially invested, they want a return. When people are emotionally invested, they want to contribute.” – Simon Sinek
“Connect the dots between individual roles and the goals of the organization. When people see that connection, they get a lot of energy out of work. They feel the importance, dignity, and meaning in their job.” –Ken Blanchard
“Always treat your employees exactly as you want them to treat your best customers.” –Stephen R. Covey
“Employees who believe that management is concerned about them as a whole person – not just an employee – are more productive, more satisfied, more fulfilled. Satisfied employees mean satisfied customers, which leads to profitability.” –Anne Mulcahy
When work is meaningful, good things happen. The wheels of enterprise move in a kind of synchronized motion and teams are truly happier. Engagement? – check. Great corporate culture? – check. What better place to spend half of your daily life but in a workplace where you actually feel happy and enjoy the company of others feeling the same.
Interesting statistics regarding talent acquisition. Keep these in mind whether you are hiring, or seeking employment.
infographic source: Lucas Blake
File this one under:
“Oh, I wish I had thought of this blog topic myself!”
This post resonates deeply with me. I’ve always been a film fan, and Cultural Fit is what we live and breathe on over here at McNak.
HR expert Kris Dunn writes a compelling post about hiring for cultural fit on Fistful of Talent. Enjoy the 5 video clips accompanying his post. Keep in mind that some are NSFW.
We spend a lot of time at work, and if we are surrounded by friends, our days will be that much better. Wouldn’t it be great to enjoy a job at a company you are proud to work for, and working with people you really like?
Collaborating with people you truly admire and respect will naturally make you up your game. You’ll enjoy your work more when you have that built in support system which will keep you on track for success.
infographic : Officevibe, employee engagement software that helps companies improve their employee retention, and have a better organizational culture.
Krystal Gabriel, a Solutions Engineer for ViRTUS shares with us some thought provoking information about organizational culture.
Enjoy the following – originally posted on the ViRTUS blog.
I was recently chatting with a colleague about one of my favorite topics, Organizational Culture; what it is? How does it form? What elements make some stand out against others? How does it bring out the best in people? Or how might it limit people’s potential? To me, the culture is the soul of the organization; it encompasses how we do the things that we do, the things we say, the pictures on the walls, the ceremonies and rituals we engage in, the processes we follow, the processes we don’t follow, the gratitude and appreciation we give and receive, the feeling we get when we walk into the space, the stories we tell…I could go on and on.
If done right, it allows us to be who we are within the walls of workplace and draws on the strengths of the people to take both them and the organization to new levels of excellence together. Win.
If done wrong, things can turn pretty scary, pretty quickly (read: hating your job, never feeling like yourself at work, distrust, burnout, gossip, conflict etc.).
Human behavior fascinates me to no end and while traditional psychology has focused mostly on what is wrong with individuals, which carries with it the inherent assumption that individuals are lacking in some way, Positive Psychology focuses on strengths and building the best life possible, it looks at what’s needed to take individuals from good to amazing in all areas of their life, to find and nurture genius and talent.
SO, the question that has been on my mind for quite a while is: How do we create and foster the principles of Positive Psychology in the workplace and is there a term to describe it? Ask and she shall receive: The answer lies in Positive Organizational Scholarship (POS). POS is all about studying excellence and ways in which organizations and the people in them prosper in extraordinary ways. There is actually a Center for Positive Organizational Scholarship in Michigan, and they outline (in this video) four powerful questions that POS asks to shift our thinking:
Question 1: What result do I want to create? This question puts us in a fundamentally different state of “I’m going to create something that doesn’t exist”, which means I have to go to the edge of my abilities and knowledge to create what I want to.
Question 2: Am I internally directed? What are my values? What would I do if I had 2% more courage in this situation? I might do all kinds of things…
Question 3: Am I other focused? Do I know what others really feel? What their needs and interests are?
Question 4: Am I externally open? This is the heart of how to get there – If I’m externally open I can now learn what I need to do to get to where we need to go.
There’s obviously so much more to POS but this is a start.
Currently, there are organizations out there that get it and I call them Game-Changers and most of them are on this GameChangers500 list. These organizations focus on what the possibilities are, they focus on strengths, they replace control with trust, and they practice gratitude and develop authentic global leaders. Don’t get me wrong, we can’t negate what’s not working, it’s extremely important to, but it’s easy to get caught in a damage control state where all we focus on is what’s not working instead of what the possibilities are and how we can unlock our people’s potential to help us get there.
The coolest thing is that POS, at its core, asks the same fundamental questions that shake individuals into understanding what makes them come alive, as it does of organizations:
For organizations: Who are we? What are our strengths? What’s our purpose/why do we exist? What do we want to create? What legacy do we want to leave?
For individuals: Who am I? What are my strengths? What’s my purpose/why do I exist? What do I want to create? What legacy do I want to leave?
Because individuals are the basic unit of organizational change, shifting the way we think (and do) individually to become better leaders of our own lives can have a massive ripple effect where the outcome is an organization that embraces authenticity and greatness. Just imagine the possibilities of that kind of entity…
I feel like I’ve just scratched the surface of POS and that we will be seeing much much more of its principles and application in organizations popping up, as the views of leadership, work and purpose continue to shift and fuse….and I’m delighted and grateful to be apart of an organization that just…gets it.
As Solutions Engineer for ViRTUS, Krystal operates in a business development capacity with a focus on client solutions and strategic growth. Her sweet spot is being a connector of people, ideas and strategies.