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“There are always telltale signs that your company culture needs an upgrade,” writes Brent Gleeson in Inc. “Don’t ignore them!”
“Talk about purpose adds little without clarity on the deeds and roles that back it up,” says Rich Lyons, Dean of UC Berkeley’s Haas School of Business.
“We’ve found effective and even fun ways to forge interpersonal bonds across thousands of miles,” says Udemy CEO Dennis Yang. “It makes for more collegial interactions, of course, but it’s also better for our bottom line–building a tightly knit team across geographies makes us more productive and nimble and helps us reach important milestones.”
“Just like an iceberg, only the smallest sliver of your culture is above the surface,” says AARP’s Anne Marie Kilgallon. “Below is the rest, the 90 percent of the behaviors and values that actually determine whether that culture is helping a company or hindering it. And because they’re hard to see, they’re also hard to manage….A good place to start understanding and managing your company’s culture is by asking yourself these three questions.”
“If you’re not purposely investing in a healthy culture,” says Dr. Linda Sharkey, “your business is already declining, whether you realize it or not.”
“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.”