Comments for Corporate Culture Pros http://www.corporateculturepros.com Organizational Culture Change Consultants Fri, 04 Nov 2011 15:16:14 +0000 hourly 1 http://wordpress.org/?v=3.2.1 Comment on Corporate culture and work-life balance by Lisa http://www.corporateculturepros.com/2011/09/corporate-culture-work-life-balance/#comment-218 Lisa Fri, 04 Nov 2011 15:16:14 +0000 http://www.corporateculturepros.com/?p=1303#comment-218 Wow, what a heartening example of the misalignment between a person and the organization they dedicate themselves to. So glad you are finding a better corporate culture for your talents! Wow, what a heartening example of the misalignment between a person and the organization they dedicate themselves to.
So glad you are finding a better corporate culture for your talents!

]]> Comment on Corporate culture and work-life balance by Barny http://www.corporateculturepros.com/2011/09/corporate-culture-work-life-balance/#comment-193 Barny Tue, 11 Oct 2011 05:57:20 +0000 http://www.corporateculturepros.com/?p=1303#comment-193 <i>Until recently, due to the impossible demands of an under-staffed Fortune 500 corporation (I’ll leave un-named) my husband was coming home over-stressed, unfulfilled and bereft of spirit. He’d always dreamed of working for this company, and once achieved, he was unable to contribute to his full potential and desire due to the “old-guard culture” you describe. He expressed his dissatisfaction and proposed solutions over the course of five plus years to no avail. When he decided to throw in the towel, mourn the loss of his dream, and began to search for someplace to work that would take advantage of his unique talents, he recieved two excellent offers (and even a pointless counter-offer from his now old employer, as they couldn’t address his rationale for leaving). Now he is (and I am) hopeful that the new organization will provide an environment responsive and supportive of the innovative and productive person that he is when free from the shackles of the old culture.</i> +1 Until recently, due to the impossible demands of an under-staffed Fortune 500 corporation (I’ll leave un-named) my husband was coming home over-stressed, unfulfilled and bereft of spirit. He’d always dreamed of working for this company, and once achieved, he was unable to contribute to his full potential and desire due to the “old-guard culture” you describe. He expressed his dissatisfaction and proposed solutions over the course of five plus years to no avail. When he decided to throw in the towel, mourn the loss of his dream, and began to search for someplace to work that would take advantage of his unique talents, he recieved two excellent offers (and even a pointless counter-offer from his now old employer, as they couldn’t address his rationale for leaving). Now he is (and I am) hopeful that the new organization will provide an environment responsive and supportive of the innovative and productive person that he is when free from the shackles of the old culture.
+1

]]> Comment on Corporate culture and work-life balance by Kathy Igoe http://www.corporateculturepros.com/2011/09/corporate-culture-work-life-balance/#comment-172 Kathy Igoe Sat, 01 Oct 2011 19:46:19 +0000 http://www.corporateculturepros.com/?p=1303#comment-172 Well done, Lisa. Your blog on Corporate Culture and Work-Life Balance couldn't be more timely. It hits home on two levels for me, personally and professionally. Until recently, due to the impossible demands of an under-staffed Fortune 500 corporation (I'll leave un-named) my husband was coming home over-stressed, unfulfilled and bereft of spirit. He'd always dreamed of working for this company, and once achieved, he was unable to contribute to his full potential and desire due to the "old-guard culture" you describe. He expressed his dissatisfaction and proposed solutions over the course of five plus years to no avail. When he decided to throw in the towel, mourn the loss of his dream, and began to search for someplace to work that would take advantage of his unique talents, he recieved two excellent offers (and even a pointless counter-offer from his now old employer, as they couldn't address his rationale for leaving). Now he is (and I am) hopeful that the new organization will provide an environment responsive and supportive of the innovative and productive person that he is when free from the shackles of the old culture. For myself, as a professional Leadership, Career and Life Coach, I work with individual clients who are struggling with these same issues. They seek me out, independent of their organization's internal offering of coaching, because they don't trust their employer or internal coach to work with them in a way that is best for them. There is a lot of the "old guard culture" packed into that perception. While some of these clients have coaching outcomes to assist them with managing themselves to stay within the organization in a healthier way, just as many are seeking to manage their transition out of the organization into a more balanced employer relationship, working on their own work-life balance "way of being" as well. Yet these organziations don't seem to recognize this as a dire symptom of a life-threatening illness within the organism that is the organization. I am engaged in my Michigan professional coaching community around this issue and hope to influence organizations and individuals to get engaged as well. Thank you for contributing so well to the conversation and leading the way as you are as corporate culture change-makers . Sincerely, Kathy Igoe Well done, Lisa. Your blog on Corporate Culture and Work-Life Balance couldn’t be more timely. It hits home on two levels for me, personally and professionally.

Until recently, due to the impossible demands of an under-staffed Fortune 500 corporation (I’ll leave un-named) my husband was coming home over-stressed, unfulfilled and bereft of spirit. He’d always dreamed of working for this company, and once achieved, he was unable to contribute to his full potential and desire due to the “old-guard culture” you describe. He expressed his dissatisfaction and proposed solutions over the course of five plus years to no avail. When he decided to throw in the towel, mourn the loss of his dream, and began to search for someplace to work that would take advantage of his unique talents, he recieved two excellent offers (and even a pointless counter-offer from his now old employer, as they couldn’t address his rationale for leaving). Now he is (and I am) hopeful that the new organization will provide an environment responsive and supportive of the innovative and productive person that he is when free from the shackles of the old culture.

For myself, as a professional Leadership, Career and Life Coach, I work with individual clients who are struggling with these same issues. They seek me out, independent of their organization’s internal offering of coaching, because they don’t trust their employer or internal coach to work with them in a way that is best for them. There is a lot of the “old guard culture” packed into that perception. While some of these clients have coaching outcomes to assist them with managing themselves to stay within the organization in a healthier way, just as many are seeking to manage their transition out of the organization into a more balanced employer relationship, working on their own work-life balance “way of being” as well. Yet these organziations don’t seem to recognize this as a dire symptom of a life-threatening illness within the organism that is the organization.

I am engaged in my Michigan professional coaching community around this issue and hope to influence organizations and individuals to get engaged as well. Thank you for contributing so well to the conversation and leading the way as you are as corporate culture change-makers . Sincerely, Kathy Igoe

]]> Comment on Corporate culture and work-life balance by Ten Keys to Master the Work-Life Flex Conversation | WorkLife Nation http://www.corporateculturepros.com/2011/09/corporate-culture-work-life-balance/#comment-156 Ten Keys to Master the Work-Life Flex Conversation | WorkLife Nation Thu, 22 Sep 2011 12:34:49 +0000 http://www.corporateculturepros.com/?p=1303#comment-156 [...] a recent post at CorporateCulturePros.com the authors address the monumental task of convincing companies to embrace the family part of the [...] [...] a recent post at CorporateCulturePros.com the authors address the monumental task of convincing companies to embrace the family part of the [...]

]]> Comment on Corporate culture and work-life balance by Lisa http://www.corporateculturepros.com/2011/09/corporate-culture-work-life-balance/#comment-151 Lisa Tue, 20 Sep 2011 16:09:12 +0000 http://www.corporateculturepros.com/?p=1303#comment-151 Judy, I appreciate you kicking off this dialogue - and really resonate with what you say. Your view that "co-creating conscious conversations" is both essential and difficult in our workplaces. There is no "cookie cutter" solution for work life balance or for any of the challenging dilemmas we face in a global economy. But "we the people" - the same species who put men on the moon and invented the internet - can surely innovate work environments that are both efficient and caring through courageous and participatory conversations. Thank you for being an affirming voice in this conversation! Lisa Jackson Judy, I appreciate you kicking off this dialogue – and really resonate with what you say. Your view that “co-creating conscious conversations” is both essential and difficult in our workplaces. There is no “cookie cutter” solution for work life balance or for any of the challenging dilemmas we face in a global economy. But “we the people” – the same species who put men on the moon and invented the internet – can surely innovate work environments that are both efficient and caring through courageous and participatory conversations. Thank you for being an affirming voice in this conversation! Lisa Jackson

]]> Comment on Corporate culture and work-life balance by Judy Martin http://www.corporateculturepros.com/2011/09/corporate-culture-work-life-balance/#comment-149 Judy Martin Mon, 19 Sep 2011 23:06:56 +0000 http://www.corporateculturepros.com/?p=1303#comment-149 Hi folks, Oddly enough your post inspired me to write a new post. You talk about raising our collective voices in your article. And that means not only in the external venue of media and advocacy, but also internally in our organizations. That's a difficult conversation. There doesn't seem to be a fool proof way to do it across sectors but some companies seemed to have scored. That means they're designing a workplace where they can foster an environment where they can "co-create conscious conversations" with employees. Corporate culture needs to shift in order to do that. Posts like yours, start the conversations that need to take place. @JudyMartin8 Hi folks,
Oddly enough your post inspired me to write a new post. You talk about raising our collective voices in your article. And that means not only in the external venue of media and advocacy, but also internally in our organizations. That’s a difficult conversation. There doesn’t seem to be a fool proof way to do it across sectors but some companies seemed to have scored. That means they’re designing a workplace where they can foster an environment where they can “co-create conscious conversations” with employees. Corporate culture needs to shift in order to do that. Posts like yours, start the conversations that need to take place.

@JudyMartin8

]]> Comment on Company Culture: Is there a Secret Ingredient? by Ron Koller http://www.corporateculturepros.com/2010/09/the-secret-ingredient-in-successful-cultures/#comment-49 Ron Koller Thu, 16 Sep 2010 15:47:52 +0000 http://www.corporateculturepros.com/?p=283#comment-49 Lisa/Gerry: I was just thinking about culture change as a cookbook yesterday! You are so right on i your assessment. Every other change management guru out there is trying to say that they have THE recipe for chocolate cake. You obviously get it in a way that the Harvard expert do not. Way to go!! Lisa/Gerry:

I was just thinking about culture change as a cookbook yesterday! You are so right on i your assessment.

Every other change management guru out there is trying to say that they have THE recipe for chocolate cake. You obviously get it in a way that the Harvard expert do not.

Way to go!!

]]> Comment on Change Management and Cultural Style: Are You Killing Innovation? by Lisa Jackson & Gerry Schmidt http://www.corporateculturepros.com/2010/08/change-management-and-cultural-style-are-you-killing-innovation/#comment-38 Lisa Jackson & Gerry Schmidt Fri, 10 Sep 2010 17:02:09 +0000 http://www.corporateculturepros.com/?p=238#comment-38 Thank you Debbie - I've been traveling and did not see your comment - I will look at Simon Sinek. Sounds interesting! I actually think driving great culture IS marketing process - it's just internal with your employees as your customer. Thank you Debbie – I’ve been traveling and did not see your comment – I will look at Simon Sinek. Sounds interesting!

I actually think driving great culture IS marketing process – it’s just internal with your employees as your customer.

]]> Comment on Change Management and Cultural Style: Are You Killing Innovation? by Deb Nystrom http://www.corporateculturepros.com/2010/08/change-management-and-cultural-style-are-you-killing-innovation/#comment-37 Deb Nystrom Wed, 25 Aug 2010 02:05:39 +0000 http://www.corporateculturepros.com/?p=238#comment-37 Many good points here - especially considering the TED Simon Sinek material on being clear "why" you do what you do. A good why is all about customer obsession. Combined with robust enablers, you define what creates and is creative & innovative in meeting customer needs, wants - made sustainable by relentless excellence. Great marketing helps too. Thanks for the great post. Many good points here – especially considering the TED Simon Sinek material on being clear “why” you do what you do. A good why is all about customer obsession. Combined with robust enablers, you define what creates and is creative & innovative in meeting customer needs, wants – made sustainable by relentless excellence.

Great marketing helps too.

Thanks for the great post.

]]> Comment on Leadership and Culture: Helping People Get Un-Stuck by Arwen Berry http://www.corporateculturepros.com/2009/04/leadership-and-culture-helping-people-get-un-stuck/#comment-35 Arwen Berry Sat, 14 Aug 2010 07:27:06 +0000 http://www.corporateculturepros.com/?p=154#comment-35 As CEO of The DreamMakers Foundation, I work with clients to literally make their dreams happen. We have been wildly successful in helping them have transformational experiences. Regardless of the specifics of the dream, at the root of fulfilling that dream is the need to help them get un-stuck. If they weren't stuck, they would already be living their dreams. In my work, I've seen dreamers stuck in each of these ways. Most often they are stuck in a combination of all of the above. I agree whole-heartedly that the best way to help them get un-stuck, as a change practitioner, is to stay open, curious and go hunting for clues. It is extraordinary when that happens. Light bulbs go on, dots get connected and amazing things happen in their professional and personal lives. As CEO of The DreamMakers Foundation, I work with clients to literally make their dreams happen. We have been wildly successful in helping them have transformational experiences. Regardless of the specifics of the dream, at the root of fulfilling that dream is the need to help them get un-stuck. If they weren’t stuck, they would already be living their dreams.

In my work, I’ve seen dreamers stuck in each of these ways. Most often they are stuck in a combination of all of the above. I agree whole-heartedly that the best way to help them get un-stuck, as a change practitioner, is to stay open, curious and go hunting for clues. It is extraordinary when that happens. Light bulbs go on, dots get connected and amazing things happen in their professional and personal lives.

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