Organizations must balance between tactical and adaptive performance in order to get high performance. Lindsay McGregor and her team researched the factors and science for high performance in organizations. What matters most are: How individual roles are designed, How performance management systems are shaped, How teams work together within an organization, Leaders that help each team member find play, purpose, and potential in their work.
Tag: Culture
Why Company Culture Is Crucial
Dharmesh Shah, co-founder and CTO at the marketing and sales software firm HubSpot, distills the company’s 128-slide presentation on company culture down to its essence, describing it as a business’s “operating system” that lets people do their best work. Shah says entrepreneurs must create a company culture they love, because one will eventually emerge no matter what.
>> on Leadership, Culture & People Dynamics <<
John Doerr On Why People And Culture Cannot Take A Back Seat To Business Execution
John Doerr, chair of the venture capital firm KPCB, has been a board member of Google (now Alphabet) and mentor to Google’s founders since the company’s beginning. Doerr sat down with Prasad Setty, Google’s VP of People Analytics & Compensation, to discuss the importance of People Operations and why companies should try to get clear on what the company’s culture is, because, Doerr says, “culture will allow your team, your people, yourself to make the right decisions more often and faster.”
** on HR, People Operations & Talent Management **
Watch 5 Minute Video, published by re:Work with Google
How To Build A Great Company Culture
** on Leadership, People Dynamics & Culture **
Watch 50 min video, published by Stanford University
Programming Your Culture By Ben Horowitz
Culture does not make a company. The primary thing that any technology startup must do is build a great product. The second thing that any technology startup must do is to take the market. If you fail to do both of those things, your culture won’t matter one bit. On the flip side, designing a proper company culture matters to the extent that it helps you achieve the above goals. As companies grow, culture can help you preserve your key values, make the company a better place to work and help it perform better in the future.
** on Leadership, People Dynamics & Culture **
Written by Ben Horowitz
The Woman Who Built Netflix’s Culture Did It With These 5 Things In Mind
Netflix and Patty McCord are famous for what Sheryl Sandberg called “the most important document ever to come out of the Valley”. It’s is a 124-page presentation about company culture that’s been shared almost 16 million times on Slideshare, called the “Netflix Culture: Freedom & Responsibility”. The document is an essential read for everyone interested in building high-performance organizational cultures. Read the slides as well as this article, which outlines the essence and mindsets that build the DNA for Netflix’s way of running their organization.
** on Leadership, People Dynamics & Culture **
Written by Vivian Giang, published on LinkedIn Talent Blog
Something Weird Happens To Companies When They Hit 150 People
There is a cognitive limit to the number of people with whom one can maintain stable social relationships. This limit has suggested to be 150 and is known as “Dunbar’s Number” named after the British anthropologist Robin Dunbar. Dunbar’s research implies that for a group to sustain itself at the size of 150 requires significantly more effort that must be spent on the core socialization to keep the group functioning.
>> on Management, Collaboration & Org Design <<
Written by Kevin J. Delaney, published on Quartz
Organizational Culture – Who Owns It, Business Or Human Resources?
HR has a major role in enabling the business to live (or change) its culture by supporting it with the appropriate tools, systems and processes, and when needed – professional expertise…but in essence, it’s all about how the people in an organization are nurtured and led. Therefore, it is essential that the business owns a company’s culture – this is especially true when a company decides to change its culture.
>> on Leadership, People Dynamics & Culture <<
Written by Jerry Pico
5 Influences On Organizational Culture To Be Aware Of
Organizational culture should be the vision you have for your company, but this is not always the case. Without direction and positive influences, negative factors can take hold, shaping a company’s culture in a way that can become harmful to the business.
>> on Leadership, People Dynamics & Culture <<
Written by Steffen Maier, published on LinkedIn
Building A Resilient Organizational Culture
While human resilience may be thought of as a personality trait, in the aggregate, groups, organizations, and even communities can learn to develop a “culture of resilience” which manifests itself as a form of “psychological immunity” to, or the ability to rebound from, the untoward effects of adversity.
BUILDING STRONG ORGANIZATIONS 