I always try to focus on the positives so in a lot of my posts I talk about the importance of creating a Development Culture within an organization. This always leads to questions about other types of culture, and often about what a Toxic Culture looks like. So today I will focus on that question, Read More …
Earlier this year I wrote a book (along with Bill Moyer) that focused on organizational culture. The creation of a Development Culture can turn around the results of any organization because you are investing the growth of people and there is no investment that guarantees a greater return. One of the most important aspects of Read More …
One of the biggest frustrations in our business is when leaders in organizations don’t understand the value of investing in their people. Most leaders want to grow their business, but they do not believe investing in training and development will help or they lack belief in their people. Those two beliefs (or lack of beliefs) Read More …
Today’s guest post is by Paul L. Duffy of Personal Learning and Development. In The Turnaround, authors Bill and Billy Moyer describe and demonstrate the powerful concept they call the “Development Culture”. It is an organizational culture that achieves organizational success by promoting the growth of the people (employees) of the organization. Employees who are Read More …
In my last post I wrote about the importance of Vision in a Development Culture. It is so true that without Vision, the people will perish. But Vision can only take a leader or an organization so far. Just because you can see a clear picture of the future (Vision) does not mean that future Read More …
I believe the creation of a Development Culture to be extremely important for organizations that want to grow. That is why our most recent book is a story about how to create this type of culture. One of the most important things the leader of an organization with a Development Culture must do is communicate Read More …
Have you ever been a part of an organizational culture that plays the blame game? This is usually a very stagnant culture that gets little if any results. A stagnant culture where people play the blame game usually has three types of people leading the organization.There are people that Don’t Know They Don’t Know. These Read More …