Simple gestures that show someone they belong can dramatically increase engagement

Process improvement fails when these 3 characteristics of culture are ignored

The Seismic shift from maximising shareholder value (ie: profit) to maximising STAKEHOLDER value.

We lift the lid on the top 4 mistakes companies make when designing their values that result in them not being lived every day.

Obsessing about the competition is like focusing on the dead duck. You’re so intent on beating them that you aim straight at them, becoming just like them and end up competing just on price.

A simple framework for deliberately designing your culture so that it contributes to achieving your strategic goals.

We look to the world of Artificial Intelligence to shed light on the role of intuition in decision making.

This experiment by Bill Muir from Purdue University graphically highlights the power of collaboration and the damage a toxic culture can cause.

If your motive for giving feedback is pure, then it’s up to you to make sure it’s well received. Here’s how.

As a leader, your behaviours are the strongest driver of your company’s culture. But how is the thinking behind how you behave impacting your company’s culture?

Valuable as social connection initiatives are for building relationships, they just aren’t as important to organisational culture as you might think! See the results of our poll.

We look at recent research that casts doubt on the effectiveness of the popular 360 feedback technique and look at self-assessment as an effective alternative

I let you know what Jasna Sims, Group Head of Innovation Culture at Lendlease learnt on her “Discover the secrets of Silicon Valley’s Tech Giants” tour.

Research shows that people will value something they helped build 63% higher than something imposed upon them.

Royal Commissioner Hayne points out that directors have a responsibility for culture. A director’s duty “demands consideration of more than the financial returns that will be available to shareholders in any particular period”.

We recap Tom Goldenberg’s talk on gamification in Human Resources and look at how flat conversations can be replaced by interactivity to uncover better insight.

Is it ping pong tables and free beer on tap? When you hear about a company having a “great culture” what does that mean? Culture is simply: “The way we do things around here”