Articles are listed in reverse chronological order, with the most recent article on top. Or, to find a specific article or publication, use the search function in the upper right of any page.
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.
Could the simple act of connecting employees for a conversation over a cup of coffee have an impact on your culture? “Social technologies have transformed our personal lives in the last decade, enabling a kind of intimacy and collaboration hard to imagine before. Ever so slowly, that same spirit—applying technology to bring people closer in real life—is finding its way inside company walls. And, ultimately, human connection is what distinguishes great companies from ordinary ones.”
“All your efforts to build a high-performing culture will be for nothing if your daily decisions don’t support your organization’s values,” says Inc’s Michael Schneider. “Be mindful of your choices and ensure each one is supportive of your organization’s values.”
Author and CEO Andrew Fayad scoured “the best of what we were seeing in the leadership philosophy space to create RIDE…It’s an acronym we developed to represent our guiding leadership principles: relationships, instill meaning, development, and execution.”
“The most successful companies understand that anyone in the organization, not just the executive team, can have ideas that can change the company for the better,” says Amerisleep COO Joey Holt in Forbes. “Here’s what I’ve learned is necessary to create a culture that fosters, rewards, and empowers itself through great ideas.”
“Culture change can flourish with sustained commitment, an effort to understand what motivates employees and careful planning to align cultural goals with strategy,” says Forbes’ Roy Lyons. “This requires more than an all-hands email or an annual town hall meeting. Executives who consistently model the change they expect from their employees will create long-term benefits. To paraphrase Gandhi: Be the change you hope to see in your organization.”
“The CEO is the curator of an organization’s culture,” says Microsoft CEO Satya Nadella in this excerpt from his new book Hit Refresh. “Anything is possible for a company when its culture is about listening, learning, and harnessing individual passions and talents to the company’s mission. Creating that kind of culture is my chief job as CEO.”
Are your company’s core values just words, or do they set clear expectations for people’s behavior? Says author Kevin G. Armstrong in Forbes, “If you want your culture to be respected, don’t disrespect your culture by developing core value statements for marketing banners and customer presentations rather than for defining expectations for people functioning in your business environment.”