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This web archive houses articles featured since Summer 2013, when our site launched on its new web platform. However, Peak Development's archive of articles goes back at least 5 years, and in some cases further. If you are unable to find what you're looking for in this archive, feel free to contact us, and we may be able to assist.
“How many times have you walked out of a meeting and grumbled to a colleague about a senior leader’s decision? The inevitable grumbling will enact a toll on the decision’s results. It may delay implementation or eliminate the possibility of a great insight that would have improved or changed the decision and kept the organization from harm’s way.” To create a culture of candor, says Joseph Folkman, you must model the behavior you want to see in others.
Business leaders from Entrepreneur’s Top Company Cultures list share insights. Our favorite: “You’ve got all of the skills to be intentional about your culture—but you have to prioritize it.”
“Regardless of whether you’re leading a nimble startup or a large multinational, having a culture that promotes psychological safety and vulnerability improves the chances that your company will learn faster than your competitors.” On Forbes, CheeTung Leong shares ways leaders to begin.
“Culture is crafted, not built overnight. It is a by-product of the processes that we implement and the decisions we make or fail to make.” Inc’s Michael Schneider shares advice for shaping your organization’s culture.
“You can get a technical advantage over your competitors, but you can’t keep it unless you have brilliant and energized people on your team,” advises Liz Ryan in Forbes. “You can get a temporary financial advantage or an operational one, but those advantages are not sustainable without the magnet of a trusting culture to pull great employees in keep them excited. You have no higher priority in 2017 than building a trust-based culture. Now is a great time to get started!”
“People vary not only in their initial levels of cultural fit but also in their ‘enculturability,’ their capacity to adapt by reading and interpreting subtle cultural cues. ” Google’s re:Work blog asks, “So what matters more for an employee’s career success in an organization?”
“Growth comes from leaders who pick the right values and reinforce them through their own behavior; their choices of whom to hire, promote, and fire; how they set goals and encourage people to achieve them; and what they learn from success and failure.” Peter Cohan suggests four ways to make culture work in your favor.