Learn more about corporateculture with this collection
Effective communication
Persuasion techniques
Closing a sale
Company culture
There are acceptable default behaviours, "how we do things here" which people learn through osmosis and which can become habitual. If an organisation is not pro-actively defining its culture, it will assume whatever default modes there happen to be. For example:
- Do people trust their colleagues by default or exercise caution?
- What's the default atmosphere in the organisation? Are people excited to show up at work?
- Do people care about their work, or do they just tick checkboxes?
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Implications of the personal mode
- People require more effort and control to do a task or activity that's not part of their default mode. If you need someone to do something outside of their default mode, start with small steps and slowly introduce the new activity.
- When hiring people, try ...
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Default mode
The default mode in your company or organisation you're part of dictates a lot of dynamics inside an organisation on three main levels:
- Personal default mode. Every person has a default mode at work. It is their comfort zone of what they do the most, s...
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Processes are a double-edged sword
Most organisations need hardcoded processes for the company to work as a well functioning machine.
However, processes create habits. People who carry out processes stop thinking critically. When processes are too strict without a degree of autonomy and feedback, the organisation will run o...
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Personal default mode
Think about what modes you have in your company? What modes do your colleagues have? For example, in an office, the main modes would be "talking with people" and "doing things on a computer."
If you do more talking, your main responsibilities are possibly passing information, organizing peo...
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Designing a company culture is essential in any organisation. Whatever is the default mode will rule.
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