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Aug 29 14

Best Place to Work

by The Authors

Once again, Google was voted the #1 best place to work for 2014 in America by Fortune magazine. According to Fortune, “Employees rave about their mission, the culture, and the famous perks.” Engineers can spend 20% of their time on independent projects and the range of employee perks are setting new standards, including gourmet food, swimming spa, attending doctors, laundry, child care, and a bring-your-dog-to-work policy. Yes, the company attracts people that are creative, entrepreneurial, but it’s the high levels of individual and team accountability for delivering results that sets Google apart. The people at Google take personal accountability for thinking outside the box and continually finding ways to make the organization better. It’s a place where people want to work, not have to work. They also take accountability for giving back. “Google’s stock climbed past $1,000 last year — a boon for Googlers, all of whom are stockholders. CEO Larry Page urged them to be ‘audacious,’ especially in philanthropy. Google donates $50 for every five hours an employee volunteers. Last year a new program sent employees to Ghana and India to work on community projects.”

Culture matters. In fact, organizational culture is the key to sustaining competitive advantage. The best organizational cultures deliver the best business results, again and again; they also create the best work environments for people to grow and thrive. Development of a strong, vibrant organizational culture can be greatly accelerated and facilitated by establishing a foundation of personal and organizational accountability. Without such a foundation, culture change efforts often turn out to be disappointing, short-lived, or both.

To learn more about how to strengthen your organization’s culture, we invite you to join the Accountability Community at www.ozprinciple.com, where you can review actual client case studies.

Accountability Community is a registered trademark of Partners In Leadership, Inc. All other trademarks and registered trademarks used herein are the property of their respective owners.

Aug 21 14

Unrelenting Culture

by The Authors

The culture of your organization is unrelenting in its production of your organization’s results.  It’s really that simple, yet significant: culture produces results. If your organization is achieving the results it desires, then your organization enjoys an unrelenting culture that produces what it wants and needs. If, on the other hand, your organization is not achieving the results it desires, then your organization’s unrelenting culture needs to change. This is what we’ve learned over the past two decades working with thousands of organizations around the world: organizational culture is the primary determiner of organizational results, and organizational leaders are ultimately accountable for shaping organizational culture.

For better or for worse, your organization’s culture will always be relentlessly working for you or against you. Culture never sleeps, takes a holiday, goes on vacation, or calls in sick. Culture operates around the clock, irrespective of whether you acknowledge or appreciate it. That’s right, every organization has a culture that sends constant signals to its people on how to think and act at work. The crucial question is, Does your organization’s culture facilitate or hinder the achievement of desired results? Of course, if your organization’s culture is hindering or impeding the delivery of needed results, then you have no other choice than to eliminate the hindrances and impediments by changing your organization’s culture—if, that is, you want to achieve your organization’s desired results.

Our ongoing research related to organizational culture shows that over half of the leaders and managers surveyed consider their organizational culture to be a major impediment to the achievement of their desired organizational results. To learn more about how Partners In Leadership’s culture change models and Culture Management Tools accelerate culture change and produce game-changing results, we invite you to join the Accountability Community at www.ozprinciple.com, where you can review actual client case studies that illustrate the impact of culture change on organizational results.

Accountability Community is a registered trademark of Partners In Leadership, Inc. All other trademarks and registered trademarks used herein are the property of their respective owners.

Aug 14 14

Leadership and Accountability

by The Authors

One of our recent studies revealed that only 18% of individuals surveyed felt that they held other people accountable for results in an effective, successful way. 82% admitted that their ineffectiveness often leads to failure in achieving desired results. So it’s no surprise that developing leadership competency relative to accountability, culture change, execution, and organizational improvement has become a top priority for most organizations.

Here’s how one leader from a leading architectural firm described the impact of focusing leadership training and development on taking personal accountability for achieving Key Results and helping others do the same: “We now have a much greater awareness of the experiences we create for each other and how those experiences shape our beliefs, drive our actions, and produce the organization’s results.” People throughout this organization are now asking “What else can I do?” to achieve the organization’s Key Results, and because of this, substantial improvements in employee engagement, customer satisfaction, and profitability have occurred within the first year. The firm is now sustaining its commitment and improving its ability to hold others accountable in a positive, principled way going forward.

Helping leaders do a better job of holding themselves and others accountable for results in a positive, principled way can have an enormous impact in your organization. To learn more about leadership development that builds greater accountability in leaders and their direct reports, we invite you to join the Accountability Community at www.ozprinciple.com, where you can review actual client case studies.

Accountability Community is a registered trademark of Partners In Leadership, Inc. All other trademarks and registered trademarks used herein are the property of their respective owners.