Dan Coyle, NYT Best-Selling Author of The Culture Code on The Secrets of Highly Successful Groups

It can be difficult to define workplace culture.
Culture combines things like value, identity, trust, teamwork, leadership, engagement, cohesion, and honesty.
But for successful organizations, these aren’t just words.
These organizations breathe life into these words from the example of the leaders.
According to Daniel Coyle, best-selling author, there are three behaviors that create connection and shared risk.
Learn all about it in this video.
BOOKMARKS:
0:00 --Intro
01:45 --Introducing the Guest
04:51 --The Culture Playbook - Daniel’s Book
09:09 --All About Culture
13:58 --Vulnerability Becoming Mainstream
16:11 --Impact of Vulnerability
21:39 --Importance of Vulnerability
26:16 --Vulnerability and Weakness
28:22 --Behaviors of a Good Leader
31:20 --Safety
38:51 --Purpose
45:05 --Impact of Your Chain of Work
48:55 --Main Pitfalls of Organizations
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This episode is sponsored by SAP Concur. Integrate travel, expense, and invoice processes into one seamless, connected platform for complete visibility into employee spend. Make sure to check them out at bit.ly/fowSAPconcur.
#Futureofwork #Leadership #Culture #Employeeexperience #Behaviors
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Jacob Morgan is a keynote speaker, best-selling author, and futurist. He explores how the world of work is changing, what the future of work is going to look like, and we need to do to prepare. To work with Jacob or have him speak at your event visit TheFutureOrganization.com

[@jesmith9975]

"it can be difficult to define workplace culture" is an understatement. For years I tried that at the CEO and officer levels. As a group, none could agree on the definition of the existing culture, so defining the desired culture was almost impossible. All these cultural presentations miss is that no one talks about execution. Throwing around all the IN phrases helps no one define an approach that can transform, supported by examples. What company ABC does has little relevance to company DEF which has utterly different everything, The phrase "epic shit" comes close to the target. Imagine what happens when the CEO asks the employees to describe the "epic bullshit" that drives them nuts. That's where transformations are born. Value, identity, trust, teamwork, leadership, engagement, and cohesion are just words. Who is supposed to drive the changes, and using what methodology? Imagine selling this to a CEO and officers. Here are the questions that will be asked. Where have you done this before, how long did it take, how did the results impact the financials, what were the CEO's responsibilities, what drove the employees to engage, and what percent of your fees were tied to the financial impact? There's nothing as scarce in the leadership, engagement, and culture space as examples of approaches that delivered results.

[@remudoctorlak]

"You are on a path to victory when you can fake sincerity.."