Cultural change doesn’t start with grand gestures but with meaningful connections. Team leaders want their people to feel valued—with healthy relationships, honest communication, and strong trust. On Mission Matters, Adam Torres interviews Dr. Paul White, Founder of Appreciation at Work and co-author of the best-selling book The 5 Languages of Appreciation in the Workplace, about building stronger teams through authentic appreciation. Link below. https://lnkd.in/eFz27QXH

I don’t think the org chart is a lie, but… In the words of Chris Argyris and Donald Schon, it is the espoused theory of action, rather than the theory in use, which is what the Organizational Network Analysis reveals. Michael Arena knows more about that than anyone else I know. Back in the 1980s, Tom Burns was an early researcher in this area at Penn. As an Anthropologist, I have always been more interested in what people and organizations do, rather than what they say they do. Keep all this in mind when you explore and study culture. Culture is more about behavior and action than about words and espoused values. In short, focus on the connections and interrelationships rather than the boxes on the org chart.

Having a shared collective message means that a group of people — whether it’s a company, team, community, or nation — align around a common belief, purpose, or story and communicate it consistently. Here’s what that really means in practice: Unity of Voice: Everyone expresses the same core ideas and values, even if in their own words. The message feels unified, not scattered or conflicting. Shared Purpose: The group agrees on why they exist or what they stand for — a mission or vision that guides decisions and actions. Consistency Across Channels: Whether it’s in meetings, marketing, speeches, or everyday actions, the same principles and tone come through. Collective Ownership: It’s not just leadership talking — everyone believes in it and contributes to carrying it forward. It becomes part of the culture, not just a slogan. Stronger Impact: When everyone communicates the same message, it amplifies trust, clarity, and influence — people outside the group can easily understand who you are and what you stand for. This is what our families, our businesses, our country seem to be missing and why we are all in jeopardy.We all need to but into a common message, a common vision and be passionate about it. In short, a shared collective message turns a group of individuals into a cohesive force with a clear and powerful identity.

We shouldn’t try to be “more human” at work. The idea that some organizations are less human than others, or that we should strive to be more human, is misleading. We are already 100% human. Not more. Not less. At work. In teams. In organizations. Everything we experience is a result of being human. What we often call “inhuman” in organizations isn’t a lack of humanity. Its humanity expressing itself in ways we don’t like, or understand. For example, a lack of connection, empathy, emotions, a resistance to change or collaborate, is a result of being human too. And here’s the paradox: When we label those aspects as “not human,” we also give up our ability to transform them. But when we acknowledge them as part of what it means to be human, we can work with them. So instead of trying to be more human, maybe we should pay more attention to, and engage with what it means to be human, without judgment, and without idealization. When we do, we uncover new possibilities for leadership, and new levers for performance, that no conventional framework or methodology can teach. What do you think? Are we ready to start understanding what being human at work really means? Victor Svensson Founder, The Hybrid Experience Helping organizations leverage the human experience to elevate the business experience.

94% of people say they’re more productive when they feel connected. In this episode of Work Better, Erica Keswin explains why great leaders act more like cruise directors -- curating connection, not just managing tasks. Erica Keswin is a workplace strategist, speaker, and bestselling author dedicated to helping organizations build more human-centered cultures. Tune in for insights on building human workplaces that boost engagement, retention, and the bottom line: https://lnkd.in/em3Vp9k6

Every organization holds a living rhythm - a pulse of story, longing, and possibility beneath the noise of daily work. Sometimes it moves in harmony, and everything feels alive. Other times, the rhythm falters. The work still happens, but the energy feels thin, and the future, though near, grows dim around the edges. When that happens, most leaders reach for strategy. They add a plan, a tool, a structure. (Ooops!) But the problem isn’t always what’s missing on the surface. More often, it’s what’s waiting underneath — something true but unheard. Something emerging that needs unearthing. Check out Kevin's Newsletter - The Art of Withness for more details. https://lnkd.in/ePeR9Rqv

Every organization holds a living rhythm - a pulse of story, longing, and possibility beneath the noise of daily work. Sometimes it moves in harmony, and everything feels alive. Other times, the rhythm falters. The work still happens, but the energy feels thin, and the future, though near, grows dim around the edges. When that happens, most leaders reach for strategy. They add a plan, a tool, a structure. (Ooops!) But the problem isn’t always what’s missing on the surface. More often, it’s what’s waiting underneath — something true but unheard. Something emerging that needs unearthing. Check out Kevin's Newsletter - The Art of Withness for more details. https://lnkd.in/e5-x2-PF

Organizations are not machines to fine tune. They are living systems where one small change can ripple across people, processes, and culture. When we remember that, we slow down, listen longer, and lead with care. Sam’s story on building people is encouraging: https://lnkd.in/esEJbHyr

A great conversation with Oana Scarlat, PCC for BusinessMark Video Podcast during my recent trip to Romania where we talk about organisational culture misalignment including: - what creates misalignment between espoused values and the reality of “how we do things around here” in organisation? - how to close that gap? - my thoughts on what causes loss of trust in leaders - the biggest challenges for organisations in terms of their culture, over the next 5 years Thanks Oana and BusinessMark, it was a great conversation!

The lone wolf in each of us longs for independence — to work alone, chart our own course, and control our destiny. But history had other plans. The Industrial Revolution changed everything, giving rise to teamwork, collaboration, and shared purpose. That shift reshaped not just the workplace — but what it means to work together. Watch the latest episode of Leadership in the Workplace.