The Negative Impact of Preconceived Notions in Business
Business leaders today face a number of challenges. They are navigating a competitive job market post-pandemic.
About Chris Edmonds
S. Chris Edmonds is a sought-after speaker, author, and executive consultant. He’s the founder and CEO of The Purposeful Culture Group, which he launched in 1990. Chris helps senior leaders build and sustain purposeful, positive, productive work cultures. He is the author or co-author of seven books, including Amazon bestsellers Good Comes First (2021) with Mark Babbitt, The Culture Engine (2014), and Leading at a Higher Level (2008) with Ken Blanchard.
Website: http://drivingresultsthroughculture.com/
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Posts by Chris Edmonds:
Servant Purpose Fosters Clarity, Growth, and Service
Good Comes First companies employ and promote leaders who are fully capable of embracing the servant purpose—and their people.
Intentional Modeling of Desired Values and Behaviors
Do not leave the quality of your work culture to chance. Be intentional by embedding and living out your valued behaviors.
The Perfect Workplace Can Be Yours
A healthy work culture does not happen by default; it happens by design.
A Work Culture Where Employees Stay
Treat others with respect in every interaction. Don’t demean, discount, or dismiss others’ concerns or hopes.
Tolerating Disrespect Leads to Frustration, Chaos
Ignoring players that frequently discount, demean, or dismiss their colleagues or customers will not stop that disrespectful behavior.
Define Your Work Culture with Respect, Accountability & Cooperation
The biggest issue facing business leaders during a transition is that for many, the work culture in place pre-crisis wasn’t very healthy.
Your Work Culture Promotes or Prevents Bullying
Leaders must conduct regular values surveys that gather employee perceptions of how leaders behave daily.
Virtual Leadership Requires These 5 Skills
Virtual leadership must actively inspire teams to be purposeful, positive, and productive.
Leadership Legitimacy and Followership
If the department is not seen as serving the greater good, its organizational legitimacy is eroded, which inhibits the organization’s effectiveness.