Sentences with phrase «doing culture change»

I have been doing culture change for organizations, including law and accounting firms since the early 1990s.

In this respect, does culture change actually provide any benefit or boost?

Not exact matches

When the pressure's on in the workplace, the Alignment Express can go off the rails: shrinking budgets, org changes, and shifting strategies force teams to do whatever it takes to keep trains on time... often at the expense of culture and values.

Measures such as quotas that force placement of a higher number of women into leadership may provide rapid results, but may not do much to help get rid of the bias, and won't change a company's culture.

The heart of my message: Changing the culture at Microsoft doesn't depend on me, or even on the handful of top leaders I work most closely with.

But how do you change culture?

«It's about how do you leverage the diversity you bring into your company for the benefit of your products, for your work force, for your culture,» she told Inc.'s Salvador Rodriguez onstage at the Change Catalyst's Tech Inclusion conference in October.

Unfortunately for Schultz, the founders of Starbucks weren't in business to change American culture and didn't want to become a cafe chain.

You've done a lot to change the bank's culture.

In an open letter to Uber's investors and board, the Kapors blasted Uber for ignoring the work some of its investors have tried to do behind the scenes for years to change the company culture.

You don't change a culture without changing behavior, and you only change behavior at scale through the systems and processes that guide the company's daily execution.

Ford's (F) miracle worker saved the company without resorting to bankruptcy or bailouts by doing what previous leaders had tried and failed to do: change Ford's risk - averse, reality - denying, CYA - based culture.

... We wanted to do this with the full confidence that nothing would really change at OST as far as how we approach our employees and our employees - and - families - first culture, as well as how we made day - to - day or even strategic decisions at OST.

One sign business culture has changed is that when people arrive for a meeting with me, often the first thing they ask is, «Do you mind if we remove our ties?»

When asked if anything about Rent the Runway's culture needs to change, Hyman says yes — that it could do a better job of on - boarding new hires.

Is there something we experienced, something we lived... does it speak to the culture of the Seven Bucks production team... and will it help us not just play the game but also change the way the game is played?

«We don't need to change our culture.

But many companies fall significantly short in doing four things: (1) clearly defining their culture, (2) managing that culture, (3) aligning culture with strategy and desired results, and (4) leveraging culture during times of change.

When building a team, remember that a company becomes successful when the culture of entrepreneurialism is deeply rooted in everything it does — and never changes.

It didn't happen overnight, but when senior leaders throughout the military ranks, especially in special operations, got behind this change effort, started demonstrating the new behaviors themselves and talked about the new vision every day; only then didn't the culture start to shift to align with the vision and strategy.

Make clear to them your expectations regarding behavior and alignment to culture, but don't expect much to change.

«Don't focus on changing the culture,» he said.

«The other thing to watch is a bit a of culture change — I am afraid Apple may soon end up with the boomer crowd if it doesn't step up to bigger screens,» he said.

«Sarbanes - Oxley did a lot to codify protections for whistleblowers, but it didn't really change the general culture or behavior at companies,» says Andrew Sherman, a partner at Dickstein Shapiro Morin & Oshinsky, a Washington - based law firm focused on small - business issues.

And to change a culture doesn't happen overnight.

Whether you run a small company or a large corporation, changing a culture should be done with care, or risk an implosion.

Instead, she sees forcing a change in personnel — which, she notes, the Federal Reserve has the power to do to Wells Fargo should it so choose — as itself a meaningful policy action, one that would help reform the bank's culture and could deter bad actors throughout the industry.

The true promise of a culture, argues influential venture capitalist Ben Horowitz, is to «be provocative enough to change what people do every day.»

To change security culture effectively, employees have to know what to do, care enough to improve, and then do what's right when it matters.

[16:00] Pain + reflection = progress [16:30] Creating a meritocracy to draw the best out of everybody [18:30] How to raise your probability of being right [18:50] Why we are conditioned to need to be right [19:30] The neuroscience factor [19:50] The habitual and environmental factor [20:20] How to get to the other side [21:20] Great collective decision - making [21:50] The 5 things you need to be successful [21:55] Create audacious goals [22:15] Why you need problems [22:25] Diagnose the problems to determine the root causes [22:50] Determine the design for what you will do about the root causes [23:00] Decide to work with people who are strong where you are weak [23:15] Push through to results [23:20] The loop of success [24:15] Ray's new instinctual approach to failure [24:40] Tony's ritual after every event [25:30] The review that changed Ray's outlook on leadership [27:30] Creating new policies based on fairness and truth [28:00] What people are missing about Ray's culture [29:30] Creating meaningful work and meaningful relationships [30:15] The importance of radical honesty [30:50] Thoughtful disagreement [32:10] Why it was the relationships that changed Ray's life [33:10] Ray's biggest weakness and how he overcame it [34:30] The jungle metaphor [36:00] The dot collector — deciding what to listen to [40:15] The wanting of meritocratic decision - making [41:40] How to see bubbles and busts [42:40] Productivity [43:00] Where we are in the cycle [43:40] What the Fed will do [44:05] We are late in the long - term debt cycle [44:30] Long - term debt is going to be squeezing us [45:00] We have 2 economies [45:30] This year is very similar to 1937 [46:10] The top tenth of the top 1 % of wealth = bottom 90 % combined [46:25] How this creates populism [47:00] The economy for the bottom 60 % isn't growing [48:20] If you look at averages, the country is in a bind [49:10] What are the overarching principles that bind us together?

Just as communities adapt and change along with its people, so too does company culture.

But the Malaysia mess does raise questions about the depth of these reforms — and serves as a reminder about how hard it is to change a bank's culture.

[05:50] Do it for passion, not for money [06:10] The importance of innovation and marketing [06:30] Start with a mission and finding how to add value [06:50] Joe Gebbia's trajectory over a decade [07:10] Culture is the ultimate element to building your brand [07:40] Namale Resort [08:00] Finding a way to do more for others than anyone else [08:45] The beauty of competition [09:15] Don't just advertise, become the expert [09:25] Value - added marketing [09:40] It takes 16 impressions to inspire buying behavior [10:10] Do something where marketing isn't marketing [10:30] The 17 - year old kid in real estate [11:35] Find a way to stand out from the crowd — the trash strike example [14:10] Authenticity plays a critical role [16:00] Building reciprocity with your customers [17:00] Double the value you add [17:20] Bringing innovation and marketing to the forefront [18:35] Innovation can mean raising your price [18:55] What innovation really means [19:25] Changing the way something is perceived [20:55] The man who was copying Tony constantly [22:00] Does change happen in a seconDo it for passion, not for money [06:10] The importance of innovation and marketing [06:30] Start with a mission and finding how to add value [06:50] Joe Gebbia's trajectory over a decade [07:10] Culture is the ultimate element to building your brand [07:40] Namale Resort [08:00] Finding a way to do more for others than anyone else [08:45] The beauty of competition [09:15] Don't just advertise, become the expert [09:25] Value - added marketing [09:40] It takes 16 impressions to inspire buying behavior [10:10] Do something where marketing isn't marketing [10:30] The 17 - year old kid in real estate [11:35] Find a way to stand out from the crowd — the trash strike example [14:10] Authenticity plays a critical role [16:00] Building reciprocity with your customers [17:00] Double the value you add [17:20] Bringing innovation and marketing to the forefront [18:35] Innovation can mean raising your price [18:55] What innovation really means [19:25] Changing the way something is perceived [20:55] The man who was copying Tony constantly [22:00] Does change happen in a secondo more for others than anyone else [08:45] The beauty of competition [09:15] Don't just advertise, become the expert [09:25] Value - added marketing [09:40] It takes 16 impressions to inspire buying behavior [10:10] Do something where marketing isn't marketing [10:30] The 17 - year old kid in real estate [11:35] Find a way to stand out from the crowd — the trash strike example [14:10] Authenticity plays a critical role [16:00] Building reciprocity with your customers [17:00] Double the value you add [17:20] Bringing innovation and marketing to the forefront [18:35] Innovation can mean raising your price [18:55] What innovation really means [19:25] Changing the way something is perceived [20:55] The man who was copying Tony constantly [22:00] Does change happen in a seconDo something where marketing isn't marketing [10:30] The 17 - year old kid in real estate [11:35] Find a way to stand out from the crowd — the trash strike example [14:10] Authenticity plays a critical role [16:00] Building reciprocity with your customers [17:00] Double the value you add [17:20] Bringing innovation and marketing to the forefront [18:35] Innovation can mean raising your price [18:55] What innovation really means [19:25] Changing the way something is perceived [20:55] The man who was copying Tony constantly [22:00] Does change happen in a second?

This hearing served as a check - in with Mr. Sloan for committee members to ask what Wells Fargo had done to change its corporate culture, rectify outstanding issues for customers, and comply with federal regulations.

The open environment did nothing to change either the toxic culture or the changing market landscape.

«I thought if ever we were going to do something dramatic and lasting to change Australia's gun laws to prevent the emergence of a more alien gun culture in our country, this was the time to do it.»

Basically, if you're willing to roll up your sleeves and get dirty, you will get to enjoy an unmatched culture of loving what you do, Friday foosball, stock options, and the unmistakable feeling of contributing to something amazing that may just change the world.

For both sales and marketing it really does amount to culture change.

Any effort to transform culture (Niebuhr's fifth and seemingly favored category) may do nothing of the sort if the Christian community does not first recognize the ways in which it is distinct from the culture it aspires to change.

I learned this not from a class in feminist studies, but from Jesus — who was brought into the world by a woman whose obedience changed everything; who revealed his identity to a scorned woman at a well; who defended Mary of Bethany as his true disciple, even though women were prohibited from studying under rabbis at the time; who obeyed his mother; who refused to condemn the woman caught in adultery to death; who looked to women for financial and moral support, even after the male disciples abandoned him; who said of the woman who anointed his feet with perfume that «wherever this gospel is preached throughout the world, what she has done will also be told, in memory of her»; who bantered with a Syrophoenician woman, talked theology with a Samaritan woman, and healed a bleeding woman; who appeared first before women after his resurrection, despite the fact that their culture deemed them unreliable witnesses; who charged Mary Magdalene with the great responsibility of announcing the start of a new creation, of becoming the Apostle to the Apostles.

But context, culture and the structure of argument certainly do change.

I suppose unless I'm already a believer I will need to pay a believer a nice sum of money in order and take a class in order to understand why a covenant that carries the penalty of death if this god is not worshipped is changed because, help me here (well of course unless god can speak for himself - I guess I have to ask those who have studied his word that he gave only once 2000 years ago to another culture), so after this covenant he came down and became a man in order to give people grace so he doesn't kill them if they don't worship him?

But I'm done fighting for a seat at the evangelical table, done trying to force that culture to change.

Because if I do say it, though it can be true in a sense, this is not a truth by which I myself can be penetrated: otherwise I should either have to go mad or change myself» (Culture and Value, amended second edition, edited by G. H. von Wright [Oxford University Press, 1980]-RRB- Is «filth» too strong?

«If you don't change with the times, the culture will leave you in the dust.»

Friedman understands that most nations do not have the infrastructure or culture needed to participate in the global economy and may balk at making the necessary changes.

God may not change, but holidays, culture, and traditions sure do.

Numerous cultures in SE Asia are changing with the times and accepting molted tail feathers from endangered hornbills species maintained in zoos instead of harvesting / killing them in the wild so that they can meet their cultural / religious needs without killing off the species... why can't this Native American tribe do the same?

I really don't mean to sound discriminatory, but I just can not imagine living in a middle eastern country and expecting them to change their culture because I was different!

We don't change the general culture for small groups and pockets of special interests.