#organizational-culture

#organizational-culture

Insincerity is the mother of deceit. Whenever we say something we don't mean, we tell a lie. It may be a small misrepresentation, but it's still a lie as we are being dishonest to hide what we truly think and feel. Repeated insincerity breaks down trust, communication, and understanding. So why do organizations, often without even knowing it, encourage insincerity in their employees? The answer lies a little with social media and a lot in narcissism.

Culture change is a big topic-and a big consulting business. When I Googled "culture change consulting business," three of top five (non-sponsored) responses were Bain, BCG, and McKinsey (in that order). Because changing culture is a prominent issue for executives-and often a very frustrating one-I decided to tackle it in this Playing to Win/Practitioner Insights (PTW/PI) called Culture Change Strategy: Three Rules for Making Change Happen. And as always, you can find all the previous PTW/PI here.

Simon Brown, EY's global learning and development leader, has spent nearly 2 years helping the firm's 400,000 employees prepare for an AI-driven future. What are the top questions C-suite executives need to ask their teams about agentic AI initiatives? Are people aware of what's possible with agents? Are we experimenting to find ways agents can help us? Do we have the skills and knowledge to do that properly?

According to a recent study conducted by the global consulting firm, EY, 97% of respondents reported that it is important for companies to act with integrity. Many companies tout integrity as a core principle of their organizations in an attempt to reassure customers, employees, and the wider public that their organization "plays by the rules." By some estimates, integrity is ranked as one of the most cited corporate core values, with over 80% of companies listing integrity as a core value.

Meet the budget-friendly promotion: more work, same pay. It's a common phenomenon for many workers. One day you're updating spreadsheets and shadowing meetings. Next, you're suddenly scheduling boardroom calls and taking on a team of your own. The responsibility piles on, but your paycheck still looks grim when it comes to splurging on the weekends. That's a "quiet promotion." And as more economic concerns drive smaller compensation budgets-silent workload changes are becoming more common.

Incivility dominates too many aspects of American life, but one place still stands out as a training ground for respectful discourse: the workplace. According to a recent survey conducted by the Ronald Reagan Presidential Foundation and Institute, 46% of Americans say they've learned civility skills at work, more than any other place. These skills include the ability to disagree productively and respectfully, consider opposing viewpoints, listen without interrupting and collaborate toward shared goals despite personal differences.

I approach things with low arrogance, because I don't know everything; I'm super curious in how I approach people,

The Turing institute is undergoing substantial change, with staff raising serious concerns about its stability amid funding pressure from the government to prioritize defense in its operations.

A 2024 WeWork study of business leaders found 82 percent of fully in-office and 76 percent of hybrid organizations reported significantly improved productivity, compared to 67 percent of all-remote companies.

A leader leading from the front sets the tone for the rest of the crew, emphasizing that senior management is essential for nurturing a positive organisational culture.

During my two decades in corporate America at companies like Nordstrom and JPMorgan Chase, I've seen firsthand the difference between interns who simply do their jobs and interns who finish the summer with an offer in hand.

Today, nearly every organization wants to be design-led, but business decisions typically remain dominated by product or engineering teams.

Low UX maturity indicates a limited understanding of user experience design, often leading to design being undervalued or treated as mere decoration.

Employee manuals often fail to provide essential insights on workplace dynamics, leaving new hires unaware of informal yet crucial cultural norms essential for success.

Building an accessibility culture requires small, consistent habits that integrate deeply into organizational processes, rather than solely focusing on achieving final goals.

Managing up is navigating your relationships with people that have more positional power than you. It's no longer just ingratiating yourself to your manager.