In the News
Why And How To Manage Through This Inflation Differently Per Ram Charan
The Consumer Price Index (CPI) was 7.9% higher in February than it was a year ago, the highest rate of inflation in 40 years. In a conversation with Ram Charan this past week, he told me this round...
The Merger & Acquisition Leader’s Sub-Playbook #2 – Commercial
Per our earlier article on A Merger & Acquisition Leader’s Playbook For Success,...
Why Economic Self-Sufficiency Is Imperative In The Coming US-China Reset, Per Ram Charan
In addition to all that’s happening in and around Ukraine, the big macro issues of our...
The Merger & Acquisition Leader’s Sub-Playbook #1: Strategy
Per our earlier article on A Merger & Acquisition Leader’s Playbook For Success,...
Steelcase CEO on How Office Layout Impacts Corporate Culture
Your office environment is not just the context for what you do, it’s an important choice itself. There is no one best environment for all organizations. Instead, plan and put together your office environment as a core component of the BRAVE culture you choose to create. Create an environment that:
Supports behaviors which lead to business productivity.
Enables people to relate to each other and to information the way you want them to relate.
Reinforces your attitude, more severe and hierarchical or more relaxed and fluid as appropriate.
Lives and breathes your organization’s values.
For a Successful Job Search: Solve Someone’s Problem
The surest way to get a new job is to solve someone’s problem. Follow these three steps:
Focus on the other someone – your target audience
Get at their unsolved problem
Be the best solution – and help them understand that
To Be One of the “Best Places to Work,” Build a BRAVE Culture
In February, St. Joseph Hospital was named one of the “Best Places to Work in Indiana”...
A BRAVE New Approach to Finding a Job
If what you’re currently doing to find a job isn’t yielding the results you want, adjust your efforts by asking yourself these five questions:
Where play? (Environment)
What matters? (Values)
How win? (Attitude)
How connect? (Relationships)
What impact? (Behaviors)
Some of you will recognize this framework. BRAVE was originally developed to assess an organization’s culture by looking at behaviors, relationships, attitudes, values and environment, and was later applied to leadership. It works as a job search or job creation approach as well in the form of these five specific questions:
The Only Three Interview Questions You’ll Ever Need?
Heads Up C-suite Leaders, Landmines Ahead
New job? Get a Head Start Now
Executive Onboarding: The Key to Accelerating Success and Reducing Risk in a New Job
The most effective executive onboarding includes:
Getting a head start.
Managing the message.
Setting direction and building the team.
Sustain momentum and deliver results.
Failures in new roles almost always come back to either poor fit, poor delivery or poor adjustment to a change down the road. Everyone involved tends to blame someone else.
Corporate Culture: The Only Truly Sustainable Competitive Advantage
In sustainable, championship cultures, behaviors (the way we do things here) are inextricably linked to relationships, informed by attitudes, built on a rock-solid base of values, and completely appropriate for the environment in which the organization chooses to operate. As Simon Sinek famously pointed out, most organizations think what – how – why. Great leaders and great organizations start with why (environment and values), then look at how (attitudes and relationships) before getting to what (behaviors).
Behaviors: What impact? Implementation.
Relationships: How to connect? Communication.
Attitude: How to win? Choices.
Values: What matters and why? Purpose.
Environment: Where to play? Context.
It’s the context that makes it so hard to duplicate a championship culture. Because every organization’s environment is different, matching someone else’s behaviors, relationships, attitudes, and values will not produce the same culture.
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