Tag

organizational culture

8 Steps to Building Company Culture Purposefully

Posted on21 Sep 2015

Tagsdecisions, face-to-face interactions, group interactions, internal communications, moving chain analogy, organizational culture, relationships

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When we ask, “What is organizational culture?” company culture is a form of organizational culture. Companies formed to do business. Building company...

What is Organizational Culture?

Posted on31 Aug 2015

Tagsconscious, definitions, group dynamics, leadership, management, organizational culture, Personality, subconscious

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What is organizational culture? In most basic terms, it is the personality of a formal group. It differs from our own personalities....

Motivational Madness about Millennials in the Workplace

Posted on24 Aug 2015

Tagsgroup, knowledge, motivation, organizational culture, pigeonholing, The Economist

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Just as there is junk food there is junk knowledge. What sweetly tingles our ears and easily fills our brains is often...

Working with Detail Oriented Personality Type

Posted on10 Aug 2015

Tagsdetails, emotional triggers, follow up, Kim Kozak, organizational culture, prioritization, project management, Talent, team building

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Building corporate culture often means meshing many different personalities. Many firms have need for employees with a detail oriented personality type. Working...

First Step in Creating a Change Management Strategy

Posted on25 May 2015

Tagsassessments, big five personality traits, change, change management, change management strategy, leadership, management, office politics, organizational culture, Personality, relationships, Toxic Soil Analogy

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Driving change begins with creating a change management strategy. Too many times though the focus is on the change management process. A...

Emotionally Intelligent Computers Will Help Us How?

As we make computers more human, we learn more about us. This has already changed how we see our skills, talents and...

When They Talk About Us It’s Them

Posted on01 Jan 2015

TagsAdrianne Palmer, Hamlet, House-Tree-Person Test, Lightning-rod Employee Analogy, organizational culture, projection, Real-time personality assessment, Rorschach, Shakespeare

Comments11

“How people describe you says more about them than it does you,” is something I often say when I show people how...

Leveraging Group Interactions The Complete Strategy

Posted on20 Nov 2014

Tagschange management, face time, face-to-face interactions, group dynamics, group interactions, Leveraging Group Interactions Series, organizational culture, phraseology, relationship building techniques, relationships, repetition

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In this series on leveraging group interactions to mold relationships and culture, we actively inject ourselves into group dynamics. We do so...

Forming and Tapping Relationships in a Group Interaction

Posted on06 Oct 2014

TagsBarack Obama, George W. Bush, group interactions, Leveraging Group Interactions Series, meetings, organizational culture, presentation, question and answer, relationships, State of the Union, team building, using names

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In addition to initiating and encouraging interaction, we can structure and deliver our remarks to form and tap relationships in group settings...

Change of Personality or Change of Perspective?

Posted on02 Oct 2014

Tagsbehavior, change, Frame Changing Analogy, organizational culture, Pavlovian conditioning, Personality, perspective

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We easily think of our personalities as being a uniform whole. The idea of aspects of our personalities hiding, even for decades...

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…That although our growth required us to put together [some] HR basics, we did not want to change the culture of our business by adding bureaucracy and rigidity. . . Perhaps the most unique and valuable thing Mike brings to our company is his ability and willingness to handle the toughest people problems. Mike has brought individualized help and resolution for problems ranging from substance abuse, anger management, personality differences, poor inter-personal skills, and many more. Mike’s solutions can result in an employee exiting our business, or, more often in the company retaining a talented employee who simply needed help getting over one “weak spot”.

Mike Seed, President & CEO
4TechWork