Just a quick reminder for marketers that in today's rapidly changing cultural landscape, brands must cultivate a culture of adaptability to stay relevant and successful. This article from Rolling Stone outlines 10 key strategies to adapt to evolving trends including: 🎯making experimentation a core value 🎯trusting the expertise of the team 🎯encouraging continuous learning 🎯embracing a mindset of flexibility These four vitals allow brands to stay attuned to industry trends, and quickly pivot to capitalize on emerging opportunities. Of course it's helpful to distinguish between short-term fads and long-term shifts to invest in sustainable changes rather than chasing fleeting trends. Overall, the strategies provide a comprehensive and practical approach to building a culture that can thrive amidst constant change, which will be essential for brands navigating the dynamic cultural landscape of the future. #marketing #brands #trends #culture
Lisa Colantuono’s Post
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Entrepreneur: helping team leaders build a thriving culture (aligned, connected, engaged) producing top notch joy filled work.
Do you ignore your organizational history or make it work for you? Historical moments within a company form culture through defining moments that shape the organization. These moments break down into the origin story, key shifts, and trials. Each of these have shaped your company culture and will shape your company culture. Origin Story - The founding of any new company or department creates an initial culture around everyone in that community will relate to each other and their work. - This may include an initial value around customer service, sold out dedication, a value of results over processes. Take care how you start any new work as it will shape the culture of it. Ex. Bootstrapping - Everyone is in it together, putting in long hours to bring the dream to life. No one dictated this had to be done, but it was done out of necessity. This created a do or die culture and expectation of sold out commitments for anyone who joins. Though influenced by the culture of a company’s origin story you don’t have to stay there. Key Shifts - Key shifts are significant moments in a company’s history that change the culture. - This may be a new direction, decisions that impact the entire company, or a significant addition to the company. In order for a shift to happen, the key leadership and major influencers of the company have to be on the same page. Ex: Value Decisions - The company decides they want to be more community minded. Thus they assign a company initiative to help a school in the community. They assign budget to this project. They also provide paid time off to any employee who wants to volunteer at the school. Trials - Trials are significant challenges faced by the company, which are then overcome. Trials shake up the company and truly show what beliefs or values are inside. - Within trials, all the talk fades away, and people just act without thinking. They do what needs to get done, which reveals the true beliefs of the company. Ex: The company is facing an external audit. Do they own their mistakes and create a plan to improve or do they try to hide things in order to present themselves as more than they are? This one act reveals the culture and sets the example for future audits, inspections, or simple questions about quality control. Reflect on your own company or team history. Think through the significant events and ask what beliefs were cultivated or revealed. Tell us one defining historical moment that shaped culture for your team or company. Drop it in the comments so we can all learn.
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"If it's happening in the world, it's happening at work." That was the premise of last week’s Culture Impact Lab hosted by Call for Culture. The event was an enriching experience that left me feeling grounded, seen and heard, and energized to make a difference. The event highlighted the importance of fostering a positive organizational culture but as a marketing leader, it also underscored how integral keeping pace with the world is essential to effective branding. Here are some key insights and takeaways from the event: Empowering Leadership: The sessions on inclusive leadership reinforced that empathy and active listening are crucial. Leaders who genuinely understand and support their team members create a culture of trust and collaboration, which directly translates into a brand that resonates with authenticity and reliability. Collaborative Decision-Making: We delved into practical strategies for fostering collaborative decision-making. When every voice is heard and valued, it enhances innovation and strengthens team cohesion, reflecting a brand that values diversity and inclusivity. Building Inclusive Cultures: The discussions emphasized the need for intentional actions to build inclusive workplaces. Equitable policies and daily interactions contribute to a culture where everyone feels valued, which in turn shapes a brand identity that is inclusive and appealing to modern audiences. Sustainable Culture Change: One of the most impactful sessions focused on the sustainability of culture change. Change must be continuous and adaptable, rooted in core values and driven by a shared vision, ensuring that the brand remains relevant and resilient. And for those culture change agents, just a friendly reminder that culture change is not scalable. It’s small, focused steps. Keep it up! From a branding perspective, these insights emphasize the relationship between a strong organizational culture and a compelling brand. In today's fast-paced world, branding teams (in lockstep with culture teams) must be change agents, evolving with societal shifts and internal cultural developments. A brand is not just an external promise but an internal reality lived daily by its people. LIVE IT! Thank you to Angela R. Howard and her team for this incredible event and the opportunity to attend! #cultureimpactlab24
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How do you know your organization has a great culture? Are you suffering, surviving or thriving? Assess your organization’s culture now against the Three Stages of Culture. Many organizations on this planet have an okay culture or a not-so-okay culture. They are doing okay and survive but are not doing great. Or they have an outright bad culture that makes people and the organization suffer. And there’s organizations with a great culture. Where many things go well, or even extremely well. People love it and the results are astonishing. In other words, these organizations, and the people that work for them thrive. To help you identify what the three cultures look like and assess the culture of your own organization, Marcella Bremer published an article in 2016 about the stages of culture in Leadership and Change Magazine. As she puts it: “Suffer cultures have very low energy. People may sit dully in their offices, and submit to the daily routines without a spark in their eyes. You can observe this; it’s palpable.” “Survival cultures show more energy. You’ll see people argue and debate in meetings, work long hours to get even more done and rush through the corridors. Again, you can see, hear, and feel this.” “Thriving cultures radiate with energy and uplift people! You’ll see people brainstorming, laughing, speaking with enthusiasm, crossing corridors with a spring in their step. It looks and feels dynamic.” While you may immediately recognize your organization’s culture already on the basis of these short descriptions, The summary provided in the visual gives more details for all three. Using this summary, you can now assess your organization’s culture along the 8 factors described. Do you have a Suffer culture, a Survive culture or a Thrive culture? Or are you a mix of two (or three)? And where can you improve? — If you want to coach your organization or clients on culture and mindset, then the Certified Strategy & Implementation Consultant (CSIC) program may be a good fit for you. Registrations for our second cohort are open. See strategy.inc for more information and registration. Want more of this? Subscribe to my Soulful Strategy LinkedIn Newsletter and receive it once a month directly in your inbox. You can read it here: https://lnkd.in/e_ytzAgU #organizationaldevelopment #companyculture #managementdevelopment
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Learning & Development, Instructional Design, E- Learning, Content Development, Internal Audit, Game based Experiential Training, Behavioral & Soft Skills
Let's create an #organizationalculture which is thriving, where ordinary people will deliver extraordinary work through their passion and inner motivation. #Leadership which is more of collaborative and co creative, influences people to achieve more than what they perform. #empathyatwork is a very important feature and to understand how an organization can perform better, #humbleinquiry and #appreciativeinquiry can be supporting tools to bring out the best in people management. To practice #humancapitalmanagement , we need to first allow employees to "Be". #collaborativeleadership #organizationalculture #organizationaldevelopment #appreciativeinquiry #humbleinquiry
How do you know your organization has a great culture? Are you suffering, surviving or thriving? Assess your organization’s culture now against the Three Stages of Culture. Many organizations on this planet have an okay culture or a not-so-okay culture. They are doing okay and survive but are not doing great. Or they have an outright bad culture that makes people and the organization suffer. And there’s organizations with a great culture. Where many things go well, or even extremely well. People love it and the results are astonishing. In other words, these organizations, and the people that work for them thrive. To help you identify what the three cultures look like and assess the culture of your own organization, Marcella Bremer published an article in 2016 about the stages of culture in Leadership and Change Magazine. As she puts it: “Suffer cultures have very low energy. People may sit dully in their offices, and submit to the daily routines without a spark in their eyes. You can observe this; it’s palpable.” “Survival cultures show more energy. You’ll see people argue and debate in meetings, work long hours to get even more done and rush through the corridors. Again, you can see, hear, and feel this.” “Thriving cultures radiate with energy and uplift people! You’ll see people brainstorming, laughing, speaking with enthusiasm, crossing corridors with a spring in their step. It looks and feels dynamic.” While you may immediately recognize your organization’s culture already on the basis of these short descriptions, The summary provided in the visual gives more details for all three. Using this summary, you can now assess your organization’s culture along the 8 factors described. Do you have a Suffer culture, a Survive culture or a Thrive culture? Or are you a mix of two (or three)? And where can you improve? — If you want to coach your organization or clients on culture and mindset, then the Certified Strategy & Implementation Consultant (CSIC) program may be a good fit for you. Registrations for our second cohort are open. See strategy.inc for more information and registration. Want more of this? Subscribe to my Soulful Strategy LinkedIn Newsletter and receive it once a month directly in your inbox. You can read it here: https://lnkd.in/e_ytzAgU #organizationaldevelopment #companyculture #managementdevelopment
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Helping Individuals Teams Brands Companies BE BETTER | strategy | innovation | sales | marketing | digital | operations
An excellent summary.
How do you know your organization has a great culture? Are you suffering, surviving or thriving? Assess your organization’s culture now against the Three Stages of Culture. Many organizations on this planet have an okay culture or a not-so-okay culture. They are doing okay and survive but are not doing great. Or they have an outright bad culture that makes people and the organization suffer. And there’s organizations with a great culture. Where many things go well, or even extremely well. People love it and the results are astonishing. In other words, these organizations, and the people that work for them thrive. To help you identify what the three cultures look like and assess the culture of your own organization, Marcella Bremer published an article in 2016 about the stages of culture in Leadership and Change Magazine. As she puts it: “Suffer cultures have very low energy. People may sit dully in their offices, and submit to the daily routines without a spark in their eyes. You can observe this; it’s palpable.” “Survival cultures show more energy. You’ll see people argue and debate in meetings, work long hours to get even more done and rush through the corridors. Again, you can see, hear, and feel this.” “Thriving cultures radiate with energy and uplift people! You’ll see people brainstorming, laughing, speaking with enthusiasm, crossing corridors with a spring in their step. It looks and feels dynamic.” While you may immediately recognize your organization’s culture already on the basis of these short descriptions, The summary provided in the visual gives more details for all three. Using this summary, you can now assess your organization’s culture along the 8 factors described. Do you have a Suffer culture, a Survive culture or a Thrive culture? Or are you a mix of two (or three)? And where can you improve? — If you want to coach your organization or clients on culture and mindset, then the Certified Strategy & Implementation Consultant (CSIC) program may be a good fit for you. Registrations for our second cohort are open. See strategy.inc for more information and registration. Want more of this? Subscribe to my Soulful Strategy LinkedIn Newsletter and receive it once a month directly in your inbox. You can read it here: https://lnkd.in/e_ytzAgU #organizationaldevelopment #companyculture #managementdevelopment
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Are you suffering, surviving or thriving? Assess your organization’s culture now against the Three Stages of Culture. reposting for more benefit #culture #organizationalculture #organizationaldevelopment
How do you know your organization has a great culture? Are you suffering, surviving or thriving? Assess your organization’s culture now against the Three Stages of Culture. Many organizations on this planet have an okay culture or a not-so-okay culture. They are doing okay and survive but are not doing great. Or they have an outright bad culture that makes people and the organization suffer. And there’s organizations with a great culture. Where many things go well, or even extremely well. People love it and the results are astonishing. In other words, these organizations, and the people that work for them thrive. To help you identify what the three cultures look like and assess the culture of your own organization, Marcella Bremer published an article in 2016 about the stages of culture in Leadership and Change Magazine. As she puts it: “Suffer cultures have very low energy. People may sit dully in their offices, and submit to the daily routines without a spark in their eyes. You can observe this; it’s palpable.” “Survival cultures show more energy. You’ll see people argue and debate in meetings, work long hours to get even more done and rush through the corridors. Again, you can see, hear, and feel this.” “Thriving cultures radiate with energy and uplift people! You’ll see people brainstorming, laughing, speaking with enthusiasm, crossing corridors with a spring in their step. It looks and feels dynamic.” While you may immediately recognize your organization’s culture already on the basis of these short descriptions, The summary provided in the visual gives more details for all three. Using this summary, you can now assess your organization’s culture along the 8 factors described. Do you have a Suffer culture, a Survive culture or a Thrive culture? Or are you a mix of two (or three)? And where can you improve? — If you want to coach your organization or clients on culture and mindset, then the Certified Strategy & Implementation Consultant (CSIC) program may be a good fit for you. Registrations for our second cohort are open. See strategy.inc for more information and registration. Want more of this? Subscribe to my Soulful Strategy LinkedIn Newsletter and receive it once a month directly in your inbox. You can read it here: https://lnkd.in/e_ytzAgU #organizationaldevelopment #companyculture #managementdevelopment
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This is a great dashboard infographic. Survival looks like fight (aggressive), flight (rushing), freeze (under the radar) and fawn (people pleasing). It’s possible to thrive with intensity without being driven to survive in tension.
How do you know your organization has a great culture? Are you suffering, surviving or thriving? Assess your organization’s culture now against the Three Stages of Culture. Many organizations on this planet have an okay culture or a not-so-okay culture. They are doing okay and survive but are not doing great. Or they have an outright bad culture that makes people and the organization suffer. And there’s organizations with a great culture. Where many things go well, or even extremely well. People love it and the results are astonishing. In other words, these organizations, and the people that work for them thrive. To help you identify what the three cultures look like and assess the culture of your own organization, Marcella Bremer published an article in 2016 about the stages of culture in Leadership and Change Magazine. As she puts it: “Suffer cultures have very low energy. People may sit dully in their offices, and submit to the daily routines without a spark in their eyes. You can observe this; it’s palpable.” “Survival cultures show more energy. You’ll see people argue and debate in meetings, work long hours to get even more done and rush through the corridors. Again, you can see, hear, and feel this.” “Thriving cultures radiate with energy and uplift people! You’ll see people brainstorming, laughing, speaking with enthusiasm, crossing corridors with a spring in their step. It looks and feels dynamic.” While you may immediately recognize your organization’s culture already on the basis of these short descriptions, The summary provided in the visual gives more details for all three. Using this summary, you can now assess your organization’s culture along the 8 factors described. Do you have a Suffer culture, a Survive culture or a Thrive culture? Or are you a mix of two (or three)? And where can you improve? — If you want to coach your organization or clients on culture and mindset, then the Certified Strategy & Implementation Consultant (CSIC) program may be a good fit for you. Registrations for our second cohort are open. See strategy.inc for more information and registration. Want more of this? Subscribe to my Soulful Strategy LinkedIn Newsletter and receive it once a month directly in your inbox. You can read it here: https://lnkd.in/e_ytzAgU #organizationaldevelopment #companyculture #managementdevelopment
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Assess your organization with these helpful chart
How do you know your organization has a great culture? Are you suffering, surviving or thriving? Assess your organization’s culture now against the Three Stages of Culture. Many organizations on this planet have an okay culture or a not-so-okay culture. They are doing okay and survive but are not doing great. Or they have an outright bad culture that makes people and the organization suffer. And there’s organizations with a great culture. Where many things go well, or even extremely well. People love it and the results are astonishing. In other words, these organizations, and the people that work for them thrive. To help you identify what the three cultures look like and assess the culture of your own organization, Marcella Bremer published an article in 2016 about the stages of culture in Leadership and Change Magazine. As she puts it: “Suffer cultures have very low energy. People may sit dully in their offices, and submit to the daily routines without a spark in their eyes. You can observe this; it’s palpable.” “Survival cultures show more energy. You’ll see people argue and debate in meetings, work long hours to get even more done and rush through the corridors. Again, you can see, hear, and feel this.” “Thriving cultures radiate with energy and uplift people! You’ll see people brainstorming, laughing, speaking with enthusiasm, crossing corridors with a spring in their step. It looks and feels dynamic.” While you may immediately recognize your organization’s culture already on the basis of these short descriptions, The summary provided in the visual gives more details for all three. Using this summary, you can now assess your organization’s culture along the 8 factors described. Do you have a Suffer culture, a Survive culture or a Thrive culture? Or are you a mix of two (or three)? And where can you improve? — If you want to coach your organization or clients on culture and mindset, then the Certified Strategy & Implementation Consultant (CSIC) program may be a good fit for you. Registrations for our second cohort are open. See strategy.inc for more information and registration. Want more of this? Subscribe to my Soulful Strategy LinkedIn Newsletter and receive it once a month directly in your inbox. You can read it here: https://lnkd.in/e_ytzAgU #organizationaldevelopment #companyculture #managementdevelopment
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Working with business leaders, managers & coaches | Improving personal & org performance | Supplying bespoke training open accredited courses UK & worldwide | Coaching | Management & Leadership | Sales Training
Great cultural change model to asses how your organisation is in its current state and then look at what you need to change to develop the culture that you want in the future, always timeline the change though!!
How do you know your organization has a great culture? Are you suffering, surviving or thriving? Assess your organization’s culture now against the Three Stages of Culture. Many organizations on this planet have an okay culture or a not-so-okay culture. They are doing okay and survive but are not doing great. Or they have an outright bad culture that makes people and the organization suffer. And there’s organizations with a great culture. Where many things go well, or even extremely well. People love it and the results are astonishing. In other words, these organizations, and the people that work for them thrive. To help you identify what the three cultures look like and assess the culture of your own organization, Marcella Bremer published an article in 2016 about the stages of culture in Leadership and Change Magazine. As she puts it: “Suffer cultures have very low energy. People may sit dully in their offices, and submit to the daily routines without a spark in their eyes. You can observe this; it’s palpable.” “Survival cultures show more energy. You’ll see people argue and debate in meetings, work long hours to get even more done and rush through the corridors. Again, you can see, hear, and feel this.” “Thriving cultures radiate with energy and uplift people! You’ll see people brainstorming, laughing, speaking with enthusiasm, crossing corridors with a spring in their step. It looks and feels dynamic.” While you may immediately recognize your organization’s culture already on the basis of these short descriptions, The summary provided in the visual gives more details for all three. Using this summary, you can now assess your organization’s culture along the 8 factors described. Do you have a Suffer culture, a Survive culture or a Thrive culture? Or are you a mix of two (or three)? And where can you improve? — If you want to coach your organization or clients on culture and mindset, then the Certified Strategy & Implementation Consultant (CSIC) program may be a good fit for you. Registrations for our second cohort are open. See strategy.inc for more information and registration. Want more of this? Subscribe to my Soulful Strategy LinkedIn Newsletter and receive it once a month directly in your inbox. You can read it here: https://lnkd.in/e_ytzAgU #organizationaldevelopment #companyculture #managementdevelopment
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Excellent analysis, meanwhile I think that the big problem is how could the organization shift from one culture to the next upper one. The organization will stay in its lower culture as long as it is in its Comfort Zone
How do you know your organization has a great culture? Are you suffering, surviving or thriving? Assess your organization’s culture now against the Three Stages of Culture. Many organizations on this planet have an okay culture or a not-so-okay culture. They are doing okay and survive but are not doing great. Or they have an outright bad culture that makes people and the organization suffer. And there’s organizations with a great culture. Where many things go well, or even extremely well. People love it and the results are astonishing. In other words, these organizations, and the people that work for them thrive. To help you identify what the three cultures look like and assess the culture of your own organization, Marcella Bremer published an article in 2016 about the stages of culture in Leadership and Change Magazine. As she puts it: “Suffer cultures have very low energy. People may sit dully in their offices, and submit to the daily routines without a spark in their eyes. You can observe this; it’s palpable.” “Survival cultures show more energy. You’ll see people argue and debate in meetings, work long hours to get even more done and rush through the corridors. Again, you can see, hear, and feel this.” “Thriving cultures radiate with energy and uplift people! You’ll see people brainstorming, laughing, speaking with enthusiasm, crossing corridors with a spring in their step. It looks and feels dynamic.” While you may immediately recognize your organization’s culture already on the basis of these short descriptions, The summary provided in the visual gives more details for all three. Using this summary, you can now assess your organization’s culture along the 8 factors described. Do you have a Suffer culture, a Survive culture or a Thrive culture? Or are you a mix of two (or three)? And where can you improve? — If you want to coach your organization or clients on culture and mindset, then the Certified Strategy & Implementation Consultant (CSIC) program may be a good fit for you. Registrations for our second cohort are open. See strategy.inc for more information and registration. Want more of this? Subscribe to my Soulful Strategy LinkedIn Newsletter and receive it once a month directly in your inbox. You can read it here: https://lnkd.in/e_ytzAgU #organizationaldevelopment #companyculture #managementdevelopment
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