Cultural Brilliance™: The DNA of Organizational Excellence

Why do some organizations always seem to thrive and others don’t? The culturally brilliant organizations are the ones that have engaged, productive and innovative employees at all levels and consistently outpace the competition in market leadership.

A great organization doesn’t happen on its own, it must have cultivated from the top down.

Culturally Brilliant organizations start by being in tune with each level of the organization. Employees and leaders alike become experts on their culture and create a roadmap for excellence that is unique to their organization.

  • Decode your cultural DNA identify a critical stage on the path to excellence.
  • Not one or the other but both. Align culture and strategy without hesitation.
  • Silence is Not Golden – Valuing ALL voices connectively, virtually, and vibrantly.

No matter what kind of organization you have, you must create a culture of brilliance if you are going to thrive in these challenging times.

Cultures of Innovation: Imagination is at least equally powerful to knowledge

Are you a leader who understands your strengths and drawbacks and consistently challenges the mental models you have about yourself and industry? Many companies know that innovation is key to their survival yet struggle to foster a culture that allows innovation to thrive. These cultures understand that innovation itself is change and they embrace this transformation.  Innovative cultures are learning organizations that view creativity and making mistakes as part of the process.

In order to create an innovative culture, leaders must understand the level of innovation currently operating within their organization. Innovative cultures are self-aware cultures and the key is embedding a mindset of cultural creativity fostered by the ability to empower.

  • There is No Future in ComplacencySix keys to building a foundation for innovation.
  • The Innovation Ultimatum Gaining the lead and staying in front of the pack.
  • Right Track…Fast Track Innovative with focus.

The Neuroscience of Brilliance: Exceptional Talent + Humane Values = Great Outcomes

What stops your company and your employees from being exceptional? What sets brilliant companies apart? How do we grow a brilliant company? Imagine the intricate connections that that enable a single idea to make its way to become a billion-dollar company. Now imagine what the culture looks like that is required to make that happen.

Science has demonstrated that as individuals, 1) culture affects both what and how we see, 2) culture shapes neural activity associated with some of our most basic mental tasks and processes, just to cite a few examples from leading research. If our brains actively absorb the regularities in our cultural environments in the world, why is it more difficult for organizations to realize that their culture has the same potential made up of many minds and hearts?

Culture impacts the way people think and are wired and activated. The good news is that we, our brains, our minds are malleable. Much like the changing tide can erode a footprint in the sand, so too can changed experience over time reshape these brain activations. In this sense, the brain can be seen as a “cultural sponge” of sorts, absorbing the regularities of our surrounding physical and social environments.” Organizational culture has an entire system of activity, a collective, that once understood, can help shape a culture of excellence.

The neuroscience of brilliance helps us understand what sets the stage for a brilliant organization to develop. The neuroscience of brilliance is the dynamic between our self-awareness and our external environment that allows our raw talent, the worth of our contribution, and the best parts of ourselves to emerge fully.

  • The End of the Culture Guessing GameLearn about Neuroscience of Brilliance.
  • Conversational intelligence (Judith Glaser’s work) Creating a cultural environment model that fertilizes creativity, optimism, and self-responsibility and produces outstanding results.
  • One for All…All for OneCultivating a collective mindset of individual self-awareness and cultural authenticity at the level a brilliant organization requires.
  • Slow Down to Speed Up Pacing for performance is learning how to slow down to open up space for brilliance.

Cultural Intelligence (CIQ): The three keys to keeping top talent

As the economy has improved, your most talented employees may be looking for new opportunities outside of your company. People usually leave cultures that don’t value and support them. Now is the time to look at your organizational culture and learn now your employees view and value your company.

Conducting an assessment of your culture is a critical first step when you’re working to improve it.  Learn the keys to understanding what makes your culture tick, how your culture is viewed by employees at every level, and how to initiate change in alignment with your culture.

  • Authentic AssessmentThe facts that matter not the ones you want to hear.
  • Brain DrainHarness what you have learned and transfer the knowledge.
  • Commitment is Alive and WellBoost the emotional energy and commitment throughout your workforce with 5 tips to elevate CIQ.

Brilliant Communication: You Can’t Change What You Can’t Talk About

Too often organizations try to initiate change without creating an environment in which employees and leaders can tell the truth about their experiences. Why does this matter? Because you can’t change what you can’t talk about. Now add tone, body language, and a metaphor or two and we have a formula for misunderstanding and conflict. Authentic communication brings out the best in people interactions and directly impacts productivity, innovation and problem solving. It allows for relationships to develop, collaboration to grow, and your bottom line to flourish.

  • Improve communication for high performance outcomesUse motivation words and follow on supportive action.
  • Lead with a “Best in People” communication mindsetCreate the art of connecting and communication for positive change.
  • Changing culture through conversationBe authentically bold and say no to settling.

Brilliant Leadership: 5 things you don’t know about yourself but wish you did

Do you understand your organization’s culture? Do you understand the impact of your leadership on your culture? If the answer is no, you may be inadvertently missing an opportunity to lead your company to greater success.  Brilliant leaders are leaders who have a deep understanding of both their impact and their organization’s culture.

  • Perception as realitySeeing from the inside out.
  • From compromise to creativityHow to fire up creativity every day.
  • Open the floodgates of opportunityTap into opportunities for greater influence, greater vision, and greater mastery.

When Cultures Collide: 5 Steps to creating a winning culture after a merger

Unsuccessful cultural integration is the number two reason for deal failure during an acquisition (Aon Hewitt, 2011).

Merger? Acquisition? Restructure? Words which have come to be feared my many. Why? Time is not taken to look at the impact to the organization’s culture. Organizations that thrive in today’s complex environment benefit from dynamic, robust cultures. When surveyed, many CEOs reported that they had no plan in place for integration and even if they did, they wished in hindsight that they’d devoted more time and resources to cultural integration.

Retain and increase the value of your “deal” by retaining and increase the value of your culture proposition. Harness the strengths, authenticity and emotional energy of both cultures and reveal the effectiveness of the cultural brilliance model at work.

  • Eliminate conflict and clashesask, assess, and authenticate.
  • Nature or Nurture Will your environment grow strong and steady?
  • The All Stars of Culture Identify the best of both cultures and communicate it loud and clear.
  • The New and Improved Model Identify, mentor, and value the significant roles for leadership, management, and employee engagement.

During a significant change like a merger or acquisition, integrating both cultures is critical for maximizing the value of the new organization.