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Instilling values requires more than writing on the wall. by Ann Rhoades Just by looking at the behavior of leaders, you can tell what the values of a company really are. And all too often,
Ann Rhoades’ Book on Organizational Culture becomes an Award Candidate Thanks to everyone who has purchased the book Built On Values-Creating an enviable culture that outperforms the competition by Ann Rhoades. People Ink has received
Values Based Leadership and Cultures Based Upon Values is now apparently Hot. A recent online article by The Economist Magazine reports that Walmart is trying to instill a “Values-Based” organizational culture. Congratulations. If you need
Gayle Watson, V.P. Of People Ink answers questions about employee engagement and organizational culture. Employee Engagement and Management Practices. Question: Lately I’ve been reading about employee engagement at work and strategies to help promote employee
Ann Rhoades is featured on The Cranky Middle Manager Show. You can download the audio podcast or listen to it online. Useful and practical ideas on shaping your companies organizational culture. Below are the show notes of topics covered in the podcast:
Some leaders believe that all they need to do is proclaim a set of values and organizational culture will magically change, but that does nothing to retool the values that control actions on the front line. Changing those inherent values takes more effort and can’t be done by any leader or executives acting alone.
A great deal has been written about customer service. But in our experience,
transparency is the differentiating factor between good and great customer service companies.
Leaders who… make decisions based on what is “right” for the customer, above all other considerations, win customer loyalty in the long term leading to sustainable bottom-line results.
But it isn’t enough just to hire “A” players. You must continually exceed the expectations of your people and re-recruit them every day. Don’t make the mistake of failing to recognize or spend time with “A” players. Leaders often assume “A” players don’t require attention.
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