Organisations try to solve safety by brining in rules and regulations, and demanding adherence... but they don't lead to better outcomes

What's the difference between being a group and being a team? Is being a 'team' always better? How can you shift it?

Key actions to move a Culture from Aggressive (Point out the flaws, dominate, beat others, appear perfect) to Constructive

The “How Culture Works” model and other materials presented in this podcast are from the Organizational Culture Inventory®/Organizational Effectiveness Inventory™ Feedback Report by Robert A. Cooke, Janet L. Szumal, and Jessica D. Cooke, Copyright © 2003 and 2016 by Human Synergistics International. All Rights Reserved.

Key actions to move a Culture from Passive (be good, follow rules, do what you're told) to Constructive (use your initiative, give it a go).

The “How Culture Works” model and other materials presented in this podcast are from the Organizational Culture Inventory®/Organizational Effectiveness Inventory™ Feedback Report by Robert A. Cooke, Janet L. Szumal, and Jessica D. Cooke, Copyright © 2003 and 2016 by Human Synergistics International. All Rights Reserved.

Is office politics always dark or is it just reality? How to respond constructively to a 'political' situation

Conflict in the workplace can be a taboo topic - but it's a normal part of being human. How can we go about it in a Constructive way?

An often overlooked cultural lever - a philosophy of how to design jobs that are inherently motivating vs 'how much stuff can we fit in this job before it becomes two jobs?'

The “How Culture Works” model and other materials presented in this podcast are from the Organizational Culture Inventory®/Organizational Effectiveness Inventory™ Feedback Report by Robert A. Cooke, Janet L. Szumal, and Jessica D. Cooke, Copyright © 2003 and 2016 by Human Synergistics International. All Rights Reserved.

Are there real differences and do they need to be managed differently? Or is it less to do with generations and more about stage of life?

They wish they had managed out the people undermining the program sooner.

Everyone can learn, grow, and develop. But if someone has had every chance to get on board but still choose not to... we have to do what is best for the wider team.

What gets measured get done. But without understanding WHY we're doing it - it might not be getting done the way you want.