If you’ve been in my community for even a little while, you’ll have seen me mention the 9EOI Strategy Certification. And it occurred to me that while the name makes sense to me, you might be wondering, “9EOI? What the heck does that mean?” 😄 Fair question. It stands for Nine Elements of Organizational Identity. […]
Your strategy isn’t landing? Here’s why. Read Post »
I challenge you to play a game of buzzword bingo with me. Take out a pen and paper and write down the first ten positively attributed potential organizational values you can think of. I will do the same. Next, check out websites of organizations or brands you regularly interact with. Read their value statements. The
All you Need is Love – Values that Work Read Post »
When a client had just completed a merger, they were shooting for the top spot in the market. While the physical aspects of the merger, such as housing and IT, went well, the cultural merger was dragging behind. The company struggled to overhaul work procedures and create a general work philosophy across all units. As
The Hardest Thing to get Right – How to Solve Your Communication Issue Read Post »
The environment in which we design strategy matters more than leaders often realize. The leadership culture, and the wider business culture, dictate the nature of strategy, and its chances of success. In this article, I introduce you to the Culture Continuum, and I describe why good business strategy can only be cultivated in a people-centric
Dog Eat Dog and Tree Huggers: Why the Wrong Environments Can’t Create Good Strategy Read Post »
Purpose has become a popular buzzword in many organizations, with companies proudly proclaiming their commitment to noble causes. However, merely having a purpose is not enough to create real change. Purpose refers to an organization’s intent or reason for existing beyond profit. Impact is the effect an organization has on its stakeholders and the world.
Moving Beyond Purpose: Aligning Strategy and Impact for Meaningful Change Read Post »
Performance-based pay is a common practice in many organizations, large and small, aimed at incentivizing employees to perform at their best. However, it can have negative consequences, including a hyper-competitive work environment, resentment among non-eligible employees, subjectivity in reward allocation, unaligned performance and reward structures, and a sole focus on easy-to-measure results. To counter these
How corporate jargon kills performance – One of the most interesting characteristics I try to uncover at the start of a collaboration with a client is this: the amount of corporate BS and jargon that people use in conversations and meetings. While this might sound odd for a consultant like me (I realize that us strategy guys use a lot of weird lingo ourselves), but it tells me more about a team’s ability to reach results than you might think. Apart from being an annoying habit, why bother? Because corporate BS and jargon are more than just annoying. They are real performance killers.
How corporate jargon kills performance Read Post »
Organizational Values are an interesting, fun to explore subject. I challenge you to play a game of buzzword bingo with me. Take out a pen and paper and write down the first ten positively attributed potential organizational values you can think of. I will do the same. Next, check out websites of organizations or brands you regularly interact with. Read their value statements. The first to hit all buzzwords on their list wins. Ready? Go!
Organizational values – Let’s play a game of buzzword bingo! Read Post »
Navigating the terminology jungle – A glossary on Organizational Identity
9EOI – The Nine Elements of Organizational Identity Read Post »
