Tag Archive - Culture

IMPACT Talk Radio host Dave Anderson interviews Brian Brandt of Core Insights

Dave Anderson of Anderson Leadership Solutions interviews Brian Brandt of Core Insights. Do you know what you stand for? Does your team? Learn how to take your core values from pious words on a website and bring them to life in your team! Free PDF downloads are available at Overwhelmedmanagersguide.com. Podcasts also available on iTunes.

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Entrepreneurs, Small Business Owners, Middle Managers and Frontline Leaders eliminate bad attitudes, politics, and distrust on your teams! Changing the culture of a team requires the leader to change. Listen to IMPACT Talk Radio today for no fluff, straight talking solutions designed to IMPACT high IMPACT leaders who want to lead high IMPACT Teams. Every show goes beyond theory and gets into HOW to make an IMPACT that matters.

 

IMPACT Talk Radio host Dave Anderson interviews General Jim Anderson of West Point

Dave Anderson of Anderson Leadership Solutions interviews General James L. Anderson of West Point and Vietnam War veteran discussing the importance of developing character on your team. If you want the core values of your team to actually be lived out in their behaviors listen to General Anderson.

Free PDF downloads are available at Overwhelmedmanagersguide.com. Podcasts also available on iTunes.

PlayPlay

Entrepreneurs, Small Business Owners, Middle Managers and Frontline Leaders eliminate bad attitudes, politics, and distrust on your teams! Changing the culture of a team requires the leader to change. Listen to IMPACT Talk Radio today for no fluff, straight talking solutions designed to IMPACT high IMPACT leaders who want to lead high IMPACT Teams. Every show goes beyond theory and gets into HOW to make an IMPACT that matters.

Your Vision, Mission and Values are Worthless

Simplify and Communicate!

Save space on your website. You don’t need a vision statement, a mission statement or a list of values. They are worthless!

Most companies and a lot of individuals have a vision, a mission and a list of values. When we design them, we have high expectations that the impact of these philosophical platitudes will be huge.

THE TRUTH:

If your Vision, Mission and Values don’t impact your behaviors, they are worthless! Continue Reading…

Vision: Am I Enjoying The Ride?

Enjoying The Ride

There are times when I love to drive.  Long drives on open roads are some of my favorites.  I like to have my music turned up and my seat pushed back.  I enjoy uninterrupted views for miles.

But, there have been those moments when the ride changes.  Like when I drive into a bank of fog.  Everything changes. Continue Reading…

Stop Reacting and Start Leading

I need a quick favor.

The tyranny of the urgent keeps many leaders from accomplishing the truly important.  I speak to leaders all the time who want to stop reacting and start leading.  

Most of us know what we should be doing, but we have difficulty taking everything we know we should be doing and actually implementing it.  I need your help helping other leaders! Continue Reading…

Culture: What Do Employees Want?

What makes a great place to work?

Would you recommend the company you work for to your best friend? The answer to this question says a lot about the culture of the company.

In the Dallas- Fort Worth Metroplex a survey involving over 82,000 employees and 315 companies asked this question and others to determine which companies were the best places to work in 2014.

Some common themes emerged that can help leaders in private, public, nonprofit or government organizations answer the question: “What do employees want?” Continue Reading…

Values – What Do You Stand For?

What do you stand for?

Why doesn’t my team act like a team? Why am I always dealing with politics, bad attitudes, and distrust among team members? Why haven’t we come close to reaching our potential?

I am always putting out fires. I never seem to have time to focus on bigger issues. The day-to-day tyranny of the urgent seems to overwhelm the more important strategic initiatives I always intend to focus on.

These soul-searching questions summarize what I see a lot of leaders struggling with in their organizations. This is when I like to ask them – “What do you stand for? And does your team know what you stand for?” Continue Reading…

Cultivating the Team Everyone Wants

What are you cultivating?

Do you want a “me first” team? Do you want a team filled with politics and positioning? Do you want a team that does the minimum necessary? Few of us want a work culture like this.

The word culture is derived from the middle English word cultivation. When I work with teams, I see the results of a leader’s cultivation efforts. The good and the bad cultures are a direct result of the efforts or lack of effort from the leader. Continue Reading…

Ping Pong & Culture At Work

This Isn't Culture

Business magazines publish article after article discussing a company’s culture.  The articles often focus on perks, the color of the office walls, or the fact there is a ping pong table where the conference table used to be.

Who cares!  I don’t care that I get to play ping pong at work if I can’t trust the guy I just beat to be honest with me later.  A pig with lipstick on is still a pig.  Continue Reading…

Building Team Culture: Marinate Your People

A LMT Culture Survives Adversity

When meat is marinated, it is soaked in a marinade for an extended period of time.  The marinade sauce penetrates into the meat and not only keeps the meat moist and edible when it is placed over a fire, but it also changes the flavor of the meat.  That flavor is maintained during the cooking process.

When I forget to marinate the meat and just place the sauce on the outside right before hitting the flames, the heat of the fire often burns the sauce.  There is a charred flavor on the outside, while on the inside the meat is dry and flavorless.  The fire damages the meat instead of adding to its flavor.

A Low Maintenance Team (LMT) has a culture developed by the leader actively marinating the people in the principles the leader wants the LMT to embrace and emulate.  This is how a LMT Culture is created and maintained. Continue Reading…

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