A core role of the CEO is to ensure that the company has the proper resources to be successful. Most commonly people think of capital and people as the two primary resources needed.
Tag Archives: Organizational culture
I have always tried to build relationships with CEOs of other companies to learn as much as possible from their experience.
In case you missed them, here are my most-viewed blog posts of 2013:
Support oddballs in your company culture
Now that I’ve covered a model for understanding corporate culture and some ways to create a good one, the next question many CEOs ask is: “Can I measure my culture?” The answer is yes.
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I just completed my three-part series about how CEOs can model culture and influence it using the SCARF model (employees’ perceptions of Status, Certainty, Autonomy, Relatedness and Fairness).
Last week I discussed the first two elements of the SCARF model for understanding corporate culture: Status and Certainty. Here are the final three areas that can elicit a reward/threat response in employees: Autonomy, Relatedness and Fairness.
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I’ve recently discussed how CEOs need to own the vision and provide the proper resources. Another key responsibility is to Build the Culture.
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What do you do if one of your star performers is a colossal jerk? You know the type: He or she treats people poorly, doesn’t think the rules apply, behaves arrogantly, etc.
Ben Horowitz recently published a great blog post titled “Programming Your Culture,” where he discusses how a CEO can and should design for the culture he wants: “Designing a proper company culture will help you get your company to do what you
Earlier this week I continued my series about the three most important tools a CEO needs to succeed: credibility, competence, and caring.