People get “trained” to come late because they know nothing significant will happen until well after the announced start time…. For example, “the purpose of our meeting is to report on the results of our latest market research and give you a chance to ask questions.” Or, “the purpose of our meeting is to evaluate prospective titles for Don Miller’s new book and determine which one we are going to recommend to the author.”
Archive for corporate culture
We now find the experts (i.e., social media consultants and lawyers) saying, “Businesses Need to Formalize Their Social Media Policies.” I say, “hogwash.” This is a solution in search of a problem. Your company doesn’t need a social media policy and here are five reasons why.
Once a quarter, we pull all our Nashville-based employes together (about 400) for an all-company team meeting. Our goal is three-fold: to report on the previous quarter’s results, recognize outstanding performance, and preview our “coming attractions.” We held this quarter’s meeting yesterday at The Donelson Fellowship, a church near our corporate headquarters.
Last week, in honor of our new dress code, I wore jeans every single day. I loved how much more productive I felt. I don’t know if it was the jeans per say or just the change of pace. Regardless, I like it.
Having a clear vision of where you are going is crucial to any human endeavor. This is especially true when it comes to business. Unless we know where we are going, it is difficult to select the best route to get there or to assign the necessary resources.
Values are the ideals that we esteem as a company. They are the philosophical foundation of our corporate ideology. They are the things that we hold dear and make us unique as a company. At Thomas Nelson, we have five core values.
Corporate culture is not something we usually think about. It’s kind of like water to a fish or air to a bird. It’s simply the environment we live in. Nevertheless, I believe culture is one of the most important factors driving operating results and influencing employee satisfaction. Unhealthy cultures produce bad results and unhappy employees. Healthy cultures produce good results and happy employees.