Jamie Notter

MAY 16, 2013

The questions measure how your organization is doing in the areas that social businesses need to do well, like decentralization, transparency, inclusion, relationship building, experimentation, and ownership. The results so far are interesting. There were also several questions about authenticity allowing employees to be themselves fully.

Organization 70

Organization Survey Revenue Report 70

Jamie Notter

NOVEMBER 13, 2012

At the same time, I’m not trying to deny the truth that we have hierarchies in our organizations. So if we want to create more human organizations, then it definitely helps to have people in those positions who see the value in a different way of doing things. Leadership looks different in human organizations.

Leadership 70

Leadership Organization Team Survey 70

Jamie Notter

JANUARY 29, 2014

THAT would be your organization. Or, at least, that’s the average organization. Personally, I think there is much strategic advantage to be gained for the organizations who roll up their sleeves and start getting some more horsepower out of those exquisitely powerful engines they’ve been ignoring.

Organization 70

Organization Leadership Cost 70

Jamie Notter

MAY 21, 2012

Ten Tips to Creating More Open Organizations. We’ll give you some actionable ideas for moving the needle in your organization towards openness, and there will be some time for questions at the end. Join us so you can start having the conversation, and, better yet, start actually doing something about it in your organization.

Tips 70

Tips Organization Social Media Leadership 70

Jamie Notter

NOVEMBER 29, 2011

Change Your Organization. Then I’ll talk about the framework we came up with for changing your organization from the inside out so that it can be more compatible with the true power of social media. Then we’ll talk a little about the kind of change that is required to make that happen in your organization.

Social Media 70

Social Media Organization Review Leadership 70

Jamie Notter

AUGUST 9, 2018

Nearly every organization we work with confronts an important question at some point in their culture journey: Should they strive for one, uniform culture? Or should they let multiple cultures develop inside the organization? In our work, we help organizations create a set of clear Culture Priorities. a singular culture).

Communications 168

Communications Examples Process Organization 168

Jamie Notter

NOVEMBER 29, 2019

We do the same kind of thing in organizations all the time. Yet I see lots of organizations where the behavior is not consistent with the posters. You need more than core values posters to make sure people behave in ways that make your organization successful. But that’s not what happens.

Examples 140

Examples Survey Cost System 140

Jamie Notter

APRIL 4, 2019

Take a minute and look at your organization from the 30,000-foot level. Some of them will be product- or program-related, and will be somewhat unique to your organization. Successful organizations know how to fix things in these different areas before they reach crisis level.

Course 166

Course Revenue Leadership Resources 166

Jamie Notter

JULY 6, 2018

Stewardship plays are directed at ensuring that the ongoing work of culture management is supported inside the organization. It’s more about protecting and nurturing, and it’s not a function that we’re used to having in our organizations. You need people and processes and systems that do the long-term tending of the garden here.

millennials 158

millennials Team Process Project 158

Jamie Notter

AUGUST 23, 2019

Google was one of the first organizations to change the title of its HR function to “People Operations,” and you now see a lot of Chief People Officers or Chief People and Culture Officers out there. Some larger organizations have already named Culture Ops as its own function. Photo by Tim Marshall on Unsplash.

Resources 125

Resources Project Conference Organization 125

Jamie Notter

DECEMBER 5, 2018

We wrote this book because we know leaders everywhere are inherently frustrated that their organizations are not reaching their full potential. We’re not talking about out-and-out failure here—most organizations manage at least moderate success. But I know that leaders want more. When that happens, engagement is the natural result.

millennials 167

millennials Event Planning Survey Report 167

Jamie Notter

FEBRUARY 3, 2020

You may decide to let them be more rigid in their hierarchy in that region, or you may ask them to bend a little and move out of their comfort zone—the whole point is that you’re negotiating based on what will drive the best results for the organization.

millennials 132

millennials System Conference Organization 132

Jamie Notter

FEBRUARY 25, 2019

Peter Senge wrote The Fifth Discipline nearly 30 years ago, so systems thinking is by no means a new idea—though looking at most organizations, you might think it was. Based on what I’ve seen, only a small number of organizations truly get it and actively apply the concepts. They understand systems. They use systems thinking.

System 167

System Case Study millennials Process 167

Jamie Notter

APRIL 8, 2019

Doesn’t it feel like it would be helpful to know how you compare to other organizations when it comes to your levels of engagement? In our book we map out how to collect data that leads to action that will make your organization more successful. And let’s be honest—you know you want to see it. Well, let’s play it out.

Industry 165

Industry Organization How To 165

Jamie Notter

JUNE 22, 2018

It’s basically a list of things they will do inside their organization to either change or protect specific aspects of their culture, in order to ensure ongoing success. When you embark on culture change, it is important that the whole organization can see you making progress fairly quickly. Everyone saw that part.

How To 137

How To Team Software Course 137

Jamie Notter

MARCH 8, 2019

So when you’re done, you have a lot of data about what people like or don’t like about your organization, or you have data that the survey authors are telling you correlate with high engagement (favorable) or low engagement (unfavorable). Every engagement survey I’ve seen measures symptoms or results. Photo by rawpixel on Unsplash.

Survey 170

Survey Organization How To 170

Jamie Notter

APRIL 25, 2019

At one point, the topic of “core values” came up, and I went on my usual rant about how much of a problem I think core values can be—particularly when they end up as empty promises up on the wall, not reflecting real behaviors inside the organization. And that’s when I introduced the concept of “cultural artifacts” to the group.

Case Study 170

Case Study millennials Report Innovation 170

Jamie Notter

FEBRUARY 18, 2019

And while I may be that guy with the conflict hammer that thinks everything looks like a conflict nail, I have to say, I think there is some evidence on my side that supports a heightened focus on conflict, particularly in organizations. In other words, if you’re not paying attention to conflict inside your organization, you should.

Innovation 144

Innovation Tools Team Organization 144

Jamie Notter

DECEMBER 17, 2019

One of the reasons—maybe even the biggest reason—that most organizations plod along with fairly mediocre cultures is that leaders simply ignore the basic work that needs to be done to create and sustain a strong culture. A lot of organizations have tackled the concept part, often in the form of core values statements.

Class 121

Class Leadership System Process 121

Jamie Notter

JANUARY 19, 2018

I had two remarkably similar conversations last week with two organizations that could not be more different from each other. These organizations want to move the needle on things like agility, innovation, or transparency…but they don’t have time. We run our organizations like machines, so we focus on efficiency and productivity.

Innovation 98

Innovation Course Cost Products 98

Jamie Notter

OCTOBER 10, 2018

When we were creating the Workplace Genome culture assessment, I had an assumption that organizations with really small staff would tend not use it. The data started them on the path to actually making their organization more effective. The data didn’t prove anything, nor were they supposed to. THAT is what they’re supposed to do.

Survey 164

Survey Process Organization 164

Jamie Notter

FEBRUARY 3, 2020

You may decide to let them be more rigid in their hierarchy in that region, or you may ask them to bend a little and move out of their comfort zone—the whole point is that you’re negotiating based on what will drive the best results for the organization.

millennials 91

millennials System Conference Organization 91

Jamie Notter

MARCH 25, 2019

So how do you build an organization around the concept of an all-access pass? Many organizations are embracing open-book management, where they share all financial details with everyone in order to get smarter decisions throughout the system. I think the future of work will be built around open access. It starts with transparency.

millennials 164

millennials Project System Course 164

Jamie Notter

FEBRUARY 5, 2018

I was talking the other day to a leader in an organization whose culture was fairly traditionally “hierarchical.” Because if these cultural behaviors are critical to the success of the organization, then I have no problem with them. Why is your culture guarded and hierarchical? How does that serve you?

Course 114

Course Organization 114

Jamie Notter

OCTOBER 3, 2011

The second element in our Trellis for human organizations is trustworthy. It’s unfortunately not a word we associate with organizations too frequently. We expect organizations to spin us, to withhold information, to be fake–whatever it takes to get a sale. Creating More Human Organizations. Check it out.

Social Media 70

Social Media Innovation Organization Process 70

Jamie Notter

SEPTEMBER 11, 2018

In the third phase of our work with culture consulting clients, we help them develop a “playbook” of action steps that will start to intentionally bring their culture in greater alignment with what makes them successful as an organization. When they get to this stage, I can tell they are feeling some pressure.

Process 133

Process Organization 133

Jamie Notter

DECEMBER 31, 2018

If I had to give ONE piece of advice to leaders who want to: get the most out of their organizations. Since today is the last day of the year, I’m going to boil everything down for you. attract and retain the best talent. beat the competition, or even make them irrelevant…. …it

How To 168

How To Organization 168

Jamie Notter

SEPTEMBER 29, 2011

The thesis of our book is that organizations need to be more human. Social media has been succeeding very specifically because it taps into what makes us human, and our organizations seem very stuck in a machine-based worldview that is letting us down. We’re not giving you something you can copy or replicate in your organization.

Social Media 70

Social Media Course Process Organization 70

Jamie Notter

FEBRUARY 29, 2020

Engagement is the RESULT of a culture that is aligned carefully with what makes people deeply successful in your organization. Maddie and I have seen the organizations who refuse to let work suck. So your task is to find the patterns inside your culture that are messing with success—and fix them.

Organization 91

Organization 91

Jamie Notter

FEBRUARY 29, 2020

Engagement is the RESULT of a culture that is aligned carefully with what makes people deeply successful in your organization. Maddie and I have seen the organizations who refuse to let work suck. So your task is to find the patterns inside your culture that are messing with success—and fix them.

Organization 91

Organization 91

Jamie Notter

DECEMBER 17, 2019

One of the reasons—maybe even the biggest reason—that most organizations plod along with fairly mediocre cultures is that leaders simply ignore the basic work that needs to be done to create and sustain a strong culture. A lot of organizations have tackled the concept part, often in the form of core values statements.

Class 91

Class Leadership System Process 91

Jamie Notter

APRIL 30, 2018

We had gathered some data prior to the meeting about the cultures inside their organizations, and then we got together to brainstorm some ideas about what they could do to encourage more innovation internally. The pattern in their data was similar to what I see in a lot of organizations when it comes to innovation.

Innovation 98

Innovation Wichita Kansas Strategy 98

Jamie Notter

NOVEMBER 16, 2015

Although every organization is unique, nearly all of them share a core approach that is based in one, single field: Engineering. But amidst that success, we have always been failing to really address the issues of the human beings inside our organizations. There are, however, organizations that are pioneering a new approach.

Organization 70

Organization Resources Cost System 70

Jamie Notter

SEPTEMBER 20, 2018

It’s a framework for leadership that includes some very clear processes for assigning roles, holding people accountable throughout the organization, and tracking key metrics. It seems particularly popular in the startup world, though I know people in larger, more established organizations who use it as well. Here’s my take.

System 113

System Leadership Team Process 113

Jamie Notter

APRIL 9, 2012

Courage is one of the four human elements–arguably the hardest one for organizations to master. We are arguing that we need more courageous organizations. And we’d be able to talk to other people in the organization about the failure (because it wouldn’t have that stigma attached to it). image credit.

Cost 70

Cost Innovation Social Media Leadership 70

Jamie Notter

DECEMBER 5, 2017

I’ve noticed an interesting pattern among the organizations that have measured their cultures using our culture assessment to date.

Process 87

Process System Innovation Team 87

Jamie Notter

APRIL 16, 2018

That means most of us are on the outside, looking in—wishing that we had an awesome culture like Zappos, Netflix, or the organization next door that keeps making the “best places to work” list. Awesome cultures seem to be the exception, not the rule. So when we can find the time, we work on our culture. You don’t understand your culture.

Innovation 107

Innovation Process Course Communications 107