Organizational leadership culture can be defined in 3 basic ways. Which one describes how your organization functions, and what can you do about it?
Culture change work isn’t easy or quick, but it’s essential in order to adapt for the future. The key to successfully transforming your organization is to actively build collective capability for new ways of working together.
Learn how CCL helped Kao build a long-term strategy to drive business growth in the Americas by building a more people-centered organizational culture and scale boundary-spanning capabilities.
Learn how your organization can increase the maturity of its organizational culture to become an example of interdependent leadership, over these 4 broad and reinforcing phases.
If culture aligns with strategy, your organization is more likely to achieve success. Here’s how leaders can contribute to shaping organizational culture.
Explore this study of psychological safety patterns across 278 senior leadership teams, which finds that 62% demonstrate significant variability in perceptions. Research identifies 6 prototypical patterns, revealing that shared agreement on psychological safety correlates with
In the chapter, The Dark Side and Leader Derailment, CCL researcher Jean Leslie provides an historical overview of leader derailment from the 1960s to today and presents the role of dark-side personality traits in explaining derailed leaders’ behaviors.
Explore 5 COVID-19 paradoxes experienced by US workers using paradoxical thinking to transform tensions into innovation drivers. Paper presents empirically proven strategies for leaders to address ongoing, unresolvable contradictions at societal, organizational, and individual
As solar energy becomes a profitable way to save our planet, it might seem to be the renewable energy of choice. So why aren’t we making it the primary source of energy? As you might imagine, the answer to this is complex and simple, but fortunately for us offers some great insights into why change,
Discover how COVID-related stress impacts burnout, job satisfaction, and wellbeing in leaders. Study reveals resilience practices, gratitude, and ambiguity tolerance as effective interventions to ameliorate pandemic stress effects across multiple functioning areas.