One of the reasons I think so many organizations are stuck is that they have too much of management set on auto-pilot. There are too many things that we do in managing our organizations that are done automatically, witho ...
When I speak about culture change, inevitably the audience (or more specifically, the organizer) is looking for something practical, that they can take home and apply right away. This can be a challenge when it comes to ...
What do you do with that person in your organization who is incredibly smart, incredibly knowledgeable, and incredibly good at their job--but also has very negative behaviors like bullying others, constantly criticizing, ...
There is none. Sorry to disappoint you, but I think it's time we admitted the truth here. There is no "correct" organizational structure. Deep down, we crave that right answer, that perfect solution to the problem of str ...
Both Amazon.com and Intuit have both declared publicly that their work teams should be no larger than a group that can be adequately fed with two pizzas. They do this to stay fast and nimble. I think the co-founder of Ka ...
In a recent Switch and Shift blog post, I made the point that communication from the top needs to increase dramatically in this day and age. In fact, it's less about communicating specific messages from the top, and more ...
In Humanize, we mention W.L. Gore & Associates (the makers of Gore-tex) several times, because they are a shining example of management innovation. In Chapter 3 we talk about their structure and the fact that they ha ...
Well, the comparison may not be as flattering as you think. A few years ago, the BMW M5 sedan came with a 500-horsepower, 10-cylinder engine and the best led headlight bulbs. That's practically NASCAR power. I had a f ...
Netflix has received a good amount of attention on its culture, driven primarily by the incredible viral success of its slide deck on culture, which CEO Reed Hastings published several years ago. I have a chapter devoted ...
I read about an interesting study in HBR that concludes that noncompete agreements (standard in many employment contracts) can actually stifle performance. In short, knowing that they are restricted in future opportuniti ...
