Posts Tagged "Culture"

The 10 Principles of Organizational DNA

Posted on July 20th, 2016 by The Learning Factor

Anyone who’s celebrated a significant work anniversary knows just how a company can change over the years—who has a seat at the table, what customers expect, the most coveted skills. But there’s just as much that stays the same: what your brand stands for, the shared lexicon, your unique culture.


We use the term organizational DNA as a metaphor for the underlying organizational and cultural design factors that define an organization’s personality and determine whether it is strong or weak in executing strategy.

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Based on 10 years of organizational design (“organizational DNA”) research and 220,000 diagnostic surveys, here’s what we’ve learned about building high-performance companies.

What Leadership Looks Like in Different Cultures

Posted on June 15th, 2016 by The Learning Factor

What makes a great leader? Although the core ingredients of leadership are universal (good judgment, integrity, and people skills), the full recipe for successful leadership requires culture-specific condiments. The main reason for this is that cultures differ in their implicit theories of leadership, the lay beliefs about the qualities that individuals need to display to be considered leaders. Depending on the cultural context, your typical style and behavioral tendencies may be an asset or a weakness. In other words, good leadership is largely personality in the right place.


Research has shown that leaders’ decision making, communication style, and dark-side tendencies are influenced by the geographical region in which they operate. Below we review six major leadership types that illustrate some of these findings.

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How decision making, communication, and dark-side tendencies vary.

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How to create a corporate culture that champions a team of equals

Posted on May 6th, 2016 by The Learning Factor

We live in an age of increased complexity, velocity and demand for multidisciplinary thinking. So much of what we do today requires the careful balance of both generalists and specialists to make great work happen.

It excites me to see more and more organizations embrace this approach by bringing together people from multitudes of fields and perspectives, enabling a new depth and diversity of visioning and problem solving. Optimally, these multidisciplinary teams are further supported through evolved organizational and management-thinking that favors meritocracy over rigidity. Organizationally, this can be achieved by constructing horizontal networks where there were once more stacked seniority-based hierarchies.

In practice, managing people and teams of this sort requires every bit as much care and rigor as more traditional structures, but the energies are directed differently — there’s more attention directed toward supporting relevant possibilities and valuable outcomes than reinforcing structure. The investment is worthwhile, because when it works, the results and cultural implications are magnificent.

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When implemented strategically, the pros of a flat team structure outweigh the cons immensely

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