The past 18 months I’ve had an opportunity to test the BrandFoundations as never before: to integrate the cultures of multiple companies during a pandemic. The results have been magnificent. This is the story of that journey.
It seemed – at least at first blush – that air carrier Delta was taking a purpose-based stand, and that its purpose (or North Star) dictated that the company come down firmly on the opposite side of the NRA on this particular issue.
Cue the applause track for a corporation brave enough to stand on its morals, knowing full well that it’s going to take some incoming flack for doing so.
But don’t hit “play” quite yet.
Acquisitions are a common growth strategy for many organizations today. But it’s a path strewn with nasty landmines: politics, distraction, talent drain, customer confusion and execution failures. Knowing where these landmines lay is the first step in reducing the M&A risk and ensuring your deal adds performance and value rather than destroying it. Here are five places where a misstep can spell disaster along the M&A path.
There may be no better “canary in the coal mine” to detect culture dysfunction than an organization’s employer brand. Why? Because employer review sites have become the first place employees go to vent or complain. Learn how to use your employer brand as an early warning system for culture issues and how to respond effectively.
In a letter to the CEOs of the world’s largest public companies, BlackRock founder and chief executive Laurence Fink threw down the gauntlet, informing the companies that profits alone will no longer be enough to merit the investment firm’s support: a company must “show how it makes a positive contribution to society.”
Technology has made working virtual easier than ever. But that's made building culture harder than ever too. If you are looking to build REAL culture in a VIRTUAL workforce then consider these 8 best practices which the authors have seen and used first-hand to build vibrant cultures in geographically dispersed teams.
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