Culture Bites

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 Syne...

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...

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 Jessic...

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.

Organisations need to be deliberate about how they transition out of lockdown and set themselves up for success. We share insights from work we've done with clients: things to keep in mind and ways to go about it.

Kind vs Nice, Consultative vs Indecisive, Humble vs Self Doubting. The Constructive and Passive styles are right next to each other but are crucial different in some key ways. We pick through some boarder cases which highlight these sometimes subtle but important differences.

Excellence vs Perfection, Excel vs Compete, Focused vs Driven. Confidence vs Bravado. The Constructive and Aggressive Styles are next door to each other and similar in some ways. But they are crucially different in others. We discuss the boarder cases and what the important distinctions are.

If your team revisits the same conversation again and again, or people couch what they say with 'maybe' and 'could be', it's a sign that you're not having the honest conversations you need to have. We breakdown what gets in the way of teams having honest conversations and what they can do about it.

The 'meat in the sandwich', the 'frozen middle'. Being a middle manager can be one of the trickiest positions in any organisation. Often development goes into senior leaders and new/frontline leaders can the middle can get forgotten. Corinne and Dominic talk about how we can be best supporting our middle managers.

Remote Debriefs are EVEN BETTER than face to face for some things... After hundreds of debriefs during the pandemic - we revisit the topic Corinne and Dominic update their advise from Culture Bites Podcast #085 Notes and Resources from this episode: https://www.human-synergistics.com.au/resources/content/2021/09/07/remote-lsi-debriefing-ii

The LSI measures adapted thinking and behaviour. It's an invitation to grow, learn, and develop.

What is it? How does it show up? How might it help or hinder our effectiveness? What can we do about it? Ian Crothers and Dominic Gourley discuss the Competitive style particularly from an LSI point of view.

What is it? How does it show up? What can someone with this style do about it? Ian Crothers and Dominic Gourley discuss the Avoidance style in the Human Synergistics LSI Circumplex

How does it show up? What's the impact? If it is in my LSI, what are some things I should think about doing?

If you find yourself in a defensive environment, listen to these tips on how to stay Constructive

What's going on in our own thoughts and behaviours when we coach others? Is our advice monster flaring up? Do we feel like we need to make things 'ok' for people? Fiona Hogarth and Dominic Gourley discuss how we can be aware of ourselves when coaching others

Tips and tricks for debriefing the LSI profiles which are broken out by Manager, Peers, Directs, and others

To close the knowing-doing gap we need to have a felt need to act. Unless we truly accept our situation and feedback we aren't really ready to make change and implement action. The 'AAA' model is a useful framework for help people bridge that gap.

"It was just a point in time", "I'm not like that", "I don't connect with feedback", "Most of the time I read as 'Always'", "0/1/2 isn't enough options" We talk about how to approach some of these debriefs you might get during an LSI debrief

The Conventional style reflects a preoccupation with conforming and "blending in" to avoid calling attention to one's self. People high in this style tend to rely on established routines and procedures, prefer to maintain the status quo and want a secure and predictable work environment. Dominic Gourley and Ian Crothers discuss the Conventional Style in relation to the LSI, how the style might com...