The Culture+ Blog
Insights to help you create a compelling and connected culture
High-performance teams come from high-performance cultures
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Be patient with us nonexperts
The more expert you become, the more patience you will need when dealing with nonexperts. Experts move quickly through an analysis in their topic area to find the subtle problems. Nonexperts will take more time and may still miss the subtle problems. Experts see way more shades of gray in their topic areas. Nonexperts often miss the nuance. Experts may have counterintuitive ideas about what to do next. Nonexperts may be confused about the value of those ideas. The problem? For the expert,...
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The difference between weak and muscular core values
What separates a "weak" from a "muscular" core value? The answer has nothing to do with the value itself. Instead, it has to do with how the value is upheld within the firm. We can place core values on a spectrum: Level 0 - No core values have been articulated. Level...
One way Linkedin takes their core values seriously
LinkedIn has just put one of their core values to the test. The CEO of LinkedIn announced today that instead of dictating a one-size-fits-all policy about returning to the office, they will leave it up to their people to decide. This no small potatoes. We are talking...
How to craft interview questions that actually work
I just reviewed Glassdoor's "50 Most Common Interview Questions." They suck. Too harsh? Maybe. I am not knocking Glassdoor. If these are the most common questions, then we have a lot of work to do. "What is the name of our CEO?" "What is your favorite website?"...
Micro-cultures have the most impact on our team members
We often talk about the culture in our firms. We should be talking about the micro-cultures in our firm. Every firm culture is an abstract composition of numerous micro-cultures. If you have 15 offices around the region, you have 15 micro-cultures. Well, actually, you...
The simple test to know if it’s actually a core value
How do you know it's a core value? It must cost you something. Netflix says one of their core values is "Integrity: You only say things about fellow employees that you say to their face." Adhering to this one core value meant firing three senior film marketing...
Making a cultural change? Here’s a helpful equation for understanding how long it will take
Making even the slightest cultural changes will take way longer than we think it should. My wife and I have done a number of home improvement projects over the years. We have an inside joke when we are contemplating a new project. Here's how it works: First, we...
The one question test to assess whether you have a cultural challenge at work
Here's a one question test to assess whether leaders have a cultural challenge at work: "Does it feel like your team is firing on all cylinders?" Culture is way bigger than free lunch and bean bag chairs. Culture is core values, whether implicit or explicit, in...
The two types of reasons people quit
There are always two types of reasons why people quit: The surface reason, and the core reason. The surface reasons always sounds like this: "They offered me a pay increase." "Their office is closer to my home." "The hours fit better into my schedule." The core...
Every firm has a set of core values. Here’s the problem when they are not explicit
Every firm has a set of core values, whether explicit or implicit. When judged on core values, every firm occupies space on a spectrum. On the far left side of the spectrum are firms with core values that are unintentional, unwritten, and influence decision-making. On...
A “no” can be valuable or costly. The difference is a function of time
A "no" early is 10x more valuable than a "no" late. Here's an experiment to try this week: Attempt to locate the exact moment of conception for some new idea or initiative that involves you doing something you don't want to do. It doesn't have to be something big,...
Learn to articulate your culture and core values, find better candidates
Can you articulate your firm's culture and core values? A recent survey showed that 66% of candidates consider culture and core values the most important factor when considering a new job. I have asked about these items in interviews. I have never heard a good...
How to build trust faster with new team members
Looking to build trust with a new team member quickly? Then move faster than you usually do to deepen the relationship. Deepening a work relationship doesn't mean we become besties with each of our team members. This isn't about building the type of relationship we...