.png?11:10:20 "Organizational Culture and Performance: The Critical Factor Executive Committees Ignore")
For many years, organizational culture has been treated as a relevant but secondary topic. Something important for internal climate, talent attraction, or institutional communication — but rarely regarded as a true performance driver.
Today, this view is no longer merely reductive. It is strategically dangerous.
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An undeniable truth that organizations already know is: Employment engagement is a crucial factor for employee performance and the company's success!
The big question is: How to do this in practice?
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If managing organizational culture is normally a major challenge for leaders, Covid-19 added two more challenges - doing it in a crisis situation and remotely. What is the mindset that leads to results in a crisis situation and what is the process for creating that mindset when managing remotely?
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The organizational culture is always contributing, 24 hours a day, 7 days a week, through instructions to people on how to think and act at work.
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When employees have the results in danger of not being achieved, we want them to go through the analysis of what they are doing wrong, assume they will solve it, find solutions and act... But we all know that this is not usually the case.
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[2].png?11:10:20 "Summer Reads to Switch Off and Return with Fresh Ideas")
