My Corporate Culture Favs Over 2 Years July 5, 2009
Posted by Bruce Temkin in Corporate culture, Customer experience, Customer-centric DNA.trackback
In a continuation of the look back at my first two years of blogging, today I’m listing some of my…
Favorite Corporate Culture Posts
I really like how leadership guru Arthur F. Carmazzi describes the value of corporate culture:
The ability to do more than expected does not come from influencing others to do something they are not committed to, but rather to nurture a culture that motivates and even excites individuals to do what is required for the benefit of all.
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6 C’s Of Customer-Centric DNA (4/10/09). I’ve identified 6 key elements for creating a customer-centric culture.
- Management Imperative #1: Invest In Culture As A Corporate Asset (10/21/08). There’s a reason why I put culture as the #1 imperative.
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Senior Execs Are Not Fully Customer-Centric (5/6/08). I’ve defined 8 signs of executive commitment.
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Execs Need To Focus More On Culture (5/4/09). A good discussion on “managing by the numbers” versus “building a strong culture.”
- Discussing Zappos’ Culture With Tony Hsieh (5/29/08). The service-orientation of Zappos’ culture can be directly connected to it’s CEO’s vision and operating style.
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WL Gore Succeeds Without Employees (12/7/08). A great example of a company that engages its “associates.”
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Tesco Showcases Strategy + Culture (9/11/08). Great quote in this one: “Tesco doesn’t want one leader. We want thousands of leaders who take initiative to execute the strategy.”
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Home Depot Still Has A Spark Of Customer Centricity (9/5/08). A comment from a Home Depot employee showcases how different leaders affected the company’s culture.
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Joie de Vivre Engages Employees And Everyone Wins (12/19/07). This provides an example of the ROI from a great corporate culture.
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Customer Experience Is The New Quality (6/20/08). The customer experience movement can learn a lot from the more mature quality movement.
The bottom line: Organizations change, but culture persists.
Arthur Carmazzi’s company Corporate Culture development DCI is implementing the DC360 system which is very flexible organizational development system that change corporate culture in the process.
Marcie: Thanks for sharing that information about Carmazzi’s work. I’ll take a look at it…
Another issue involved with a changing culture is also the change in fit between executives and the new culture. Can they really make the necessary changes to their own approach, especially when size and ownership changes? Their ability to adapt is really fairly narrow.
More thoughts about fit: http://diggerb.wordpress.com