Constructive Culture Logo

Create sustainable, high-performance cultures and impact the world.

Our Ultimate Culture Conferences allow us to bring visibility to important insights from culture pioneers and progressive leaders. Recently, we shifted our focus to a regional format in partnership with major universities, and in September, we collaborated with the University of Wisconsin Center for Executive and Professional Development (CPED) to host our 1st Regional Ultimate Culture Conference. The following seven “ultimate culture insights” made an impact with the passionate audience of culture experts and change agents.

Read More

Organizational Culture Assessment in a Non-Profit Organization

By Arief Kartolo, Carolyn Rauti and Catherine Kwantes

The usefulness of organizational culture as a construct for research and an assessment tool for organizations has been well established over the past decades.1 While research and practice involving organizational culture are, to a large extent, associated with for-profit organizations, crucial work in the usefulness of understanding organizational culture for non-profit organizations and its actual impact and practicality can be found in broad sectors of society.

Read More

#1 Reason for Culture Change Success

By Donna Brighton

Successful culture change is a leadership commitment, not a project. Leadership is about action—behaving in new ways that set an example. Commitment is needed because employees look to the leaders to see whether their behaviors align with their words.

Read More

Leadership is indeed a position and level within an organization, but how we lead is our choice. More importantly, how we work with our fellow leaders can help us inspire the best in our teams, be true role models for members of the broader organization, and shape our culture in a more positive and Constructive way.

Read More

How an Icebreaker Can Demonstrate Group Synergy

By Hallie VanManen and Caroline Walker

A key advantage of using group problem-solving simulations is that they make the abstract concept of synergy more concrete by enabling participants to quantify and compare individual versus group performance. It can also help participants understand that synergy is not easily achieved.

Read More

At its core, the role of a Change Agent in culture change is to help leaders solve problems. Big problems, small problems. It begins with steady efforts to facilitate change that accrue into a collective transformation—change that takes place over time. It is more like a journey than a race. And the more stakeholders who join this journey, the better.

Read More

Changing an organization’s culture is considered one of the most difficult challenges for leaders, and those with experience will confirm that it can be a massive undertaking.

Change agents, whether internal or external, provide guidance and expertise and help leadership teams understand the challenge at hand, assess next steps, and collaborate on a clear path forward.

Read More

As organizations weigh the effectiveness of their employee feedback programs, companies must consider Feedforward as a way to revitalize and complement their existing processes while re-engaging their employees not in who they were, but who they aspire to become.

Read More

Most leaders have heard the expression, “You need to drive your culture or it will drive your business—for better or worse.” In reality, putting these words into action to achieve real cultural change with sustainable, measurable results is a long-term journey. The payoff is huge. With vision, focus, and investment in the right culture experts, diagnostics, and change processes, a Constructive culture can drive significant business performance.

Read More

The impression many of us have is that successful Olympic athletes are the most competitive human beings on the planet. Yet, the small country of Norway has demonstrated why, paradoxically, competition is not the key to Olympic success. In fact, a competitive focus can be a barrier to Olympic gold, and we’ll discover how this and other ingredients are at work with the Norwegian Olympic team.

Read More

When it comes to shaping a thriving workplace culture, the influence of leaders on their organizations’ overall performance cannot be overemphasized. They serve as role models whose conduct and behavior are expected to align with their organizations’ values. While recent months have provided a deluge of executives and leaders who have lost their way, it’s a compelling time for change agents to help organizations shape their culture for a constructive future.

Read More

We are experiencing a historic shift in how people view the importance of culture and culture change. As a result, most CEOs and other top leaders will be expected to understand and deal with culture challenges proactively, or they will be considered both financially and morally negligent. Yes, financially and morally negligent. We are seeing top leaders held accountable for their own behavior and for unacceptable behavior deep in their organizations at a level we have never witnessed before. This is driven by a much greater culture shift in society—and it is long overdue.

Read More

Coaching Exponential Growth

By Steve Salisbury

For organizations to achieve exponential growth, they need to have leaders who coach. Yes, we still need managers to manage, but to move an organization forward and to achieve rapid momentum toward phenomenal growth, we need the entire workforce engaged. One leader cannot achieve success alone. It takes leadership at all levels and throughout the organization.

Read More

Better Me, Better We, Better Organizations

By Barbara Trautlein, Ph.D.

‘Tis the season for reflecting on the year that’s ended and planning for the year we’ve entered. A ritual that often results in…NEW YEAR’S RESOLUTIONS! It’s known that New Year’s resolutions come with an abysmally low success rate—only 8% of people achieve them. Probably as low, if not lower, than the success rate of major organizational changes; such as mergers, reorganizations, and—near-and-dear to the readers of this blog’s hearts—culture change initiatives, which fail at a dismal rate of 70% -- a statistic that has not changed in over 30 years.

Read More

We received our best audience feedback ever after the 3rd Annual Ultimate Culture Conference. For the first time, one specific speaker insight stood out and was highlighted by numerous attendees. What was this insight about leadership and culture? Why did it resonate so much? I think it’s a sign of the times as culture transitions from a subject of interest for many to the sustainable driver of effectiveness that many feel compelled to nurture, develop or change.

Read More

How many of us like feedback? And how often does it help us versus make us feel disappointed or inadequate? Marshall Goldsmith has turned this technique on its head, providing a fun and helpful way to get answers to a problem or concern you are working on. Feedforward is a fun (yes, fun) and effective way to quickly get a lot of ideas around a challenge you're facing.

Read More

It’s amazing how many businesses are built or operate with antiquated, unorganized systems. Assess what systems you have that were learned, adapted, or created from previous workplaces. You must create systems for YOUR team, not just any team. You may be the boss, but when you keep your team happy, you get more done.

Read More

Why Thank You Goes a Long Way: The Power of Recognition

By Barbara Trautlein, Ph.D.

Leaders leave gold on the table by not showing appreciation for their people. It’s easy, it’s free, and it’s hugely impactful. Bottom line: Recognition gets results. And recognition builds relationships. And relationships get results. A positive, virtuous, reinforcing cycle.

Read More