Org Culture

gothamCulture Releases Findings From the 2022 State of Culture Study

By gothamCulture
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2022 State of Culture artwork

New York, NY – gothamCulture released its second annual State of Culture Report on December 30, 2022. 

The 2022 State of Culture Report is the culmination of a year of research on a global scale of 170 respondents across local, national, and global organizations. From this research, the team extracted key insights into the aspects of organizational culture and climate that link to a variety of performance outcomes as well as the practices that drive results in the day-to-day. 

 Some key findings from the study include: 

  • Only 57% of respondents in senior leadership roles reported that their organization cultures are evolving rapidly enough to stay competitive.
  • 70% of respondent organizations reported outsourcing at least some HR functions, and it seems that outsourcing in the HR space will continue to grow over time. .
  • Organizations that reported a large number of resignations said it was mostly due to inadequate pay/benefits and a lack of ongoing investment in employee skills.

 For more insights to read the 2022 State of Culture Report here. 

Stay up to date with future State of Culture surveys and reports here. 

If you have questions or comments about the study or the report please email info@gothamculture.com.  

 About gothamCulture 

gothamCulture is a management consulting firm that draws on our associate’s comprehensive expertise and experience in the areas of culture, leadership, and people strategy to provide innovative solutions and client-service excellence. Our work is guided by our deeply held shared values, including a commitment to each other and our clients, unwavering integrity, the maniacal pursuit of excellence, relatable expertise, and authentic community. For more information, visit www.gothamCulture.com. 

Podcast: The Great Resignation? Reshuffle? Reimagination? Renegotiation?

By gothamCulture
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In this episode of the gothamCulture Podcast, guest host Conrad Moore from MAiUS Learning talks to Marcelo Dias, a Talent Performance & Development Leader about how being burned out actually changes your brain chemistry resulting in exhaustion, cynicism, or just lack of effectiveness. Once employees reach this level of dissatisfaction with their jobs, it just ends up taking up a lot of their mental space. What can we do to get back to flourishing at work?

Production note: This interview was originally recorded in January 2022.

Released: December 20, 2022

Podcast: Leading With a Learning Lens

By gothamCulture
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In this episode of the gothamCulture Podcast, Kate Gerasimova, Senior Associate at gothamCulture talks with Brooke Rufo-Hill, Head of People and Culture at Rippleworks about what it means to be a learning organization. How can we focus on improving everything instead of proving anything? Brooke offers examples and strategies about how to move away from focusing solely on productivity and more on learning and how it improves performance as an organization.

Released: December 13, 2022

Podcast: Leadership – Balancing the Act of Doing and the Art of Being

By gothamCulture
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In this episode of the gothamCulture Podcast, Kate Gerasimova, Senior Associate at gothamCulture talks with Kimberly Penharlow, Certified Leadership & Performance Coach and Organization Psychologist, about leadership which is a delicate balance between the act of doing and the art of being. The act of getting things done is very transactional. This year’s focus should be the art of being. The art of being a leader, in relationship with your team and culture, and understanding the importance of resilience.

Released: November 29, 2022

Podcast: Values and Organizational Justice at Work

By gothamCulture
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gothamCulture podcast

In this episode of the gothamCulture Podcast, Kate Gerasimova talks with Conrad Moore, Owner of Maius Learning, about values and organizational justice at work. They discuss the impact of values pushed down from top leadership to the workforce and whether those values are reflected in employees’ daily work and personal lives. They also talk about how to spot an alignment or a disconnect between the lived and existing values and things leaders can do to close that gap. Moore emphasizes the importance of having an ongoing, cross-organizational discussion around what it is like to work at the company and how it connects to daily work.

Moore defines organizational justice as feeling like you are treated fairly and are valued in the organization. He says that decision-making is a big part of organizational justice and warns that there could be trouble if decisions are made by leaders in a vacuum and are imposed on the organization without context. One suggestion to remedy this is to include individuals in the decision-making process early on, even when onboarding. Also, provide resources to employees to help them express their experience at work.

Released: September 3, 2021

 

gothamCulture and Global Organizational Culture Institute (GOCI) Releases 2021 State of Culture Report

By gothamCulture
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Press Release

July 7, 2021

New York, NY – gothamCulture and the Global Organizational Culture Institute (GOCI) released the first annual 2021 State of Culture Report on July 7, 2021.

The 2021 State of Culture Report is the culmination of a year of research on a global scale of 241 respondents across local, national, and global organizations. From this research, we extracted key insights into the aspects of organizational culture and climate that link to a variety of performance outcomes as well as the practices that drive results in the day-to-day.

Some key findings from the study include:

  • Having a common culture definition and leadership involvement in setting the definition can have a significantly positive impact on organizations’ performance.
  • It is valuable for organizations to invest in the appropriate assessment of culture in order to proactively shape it to meet the needs of their situation and achieve performance.
  • It is important for organizations to demonstrate serious consideration and thought when it comes to social justice issues as it significantly impacts their performance.

For more insights to read the entire 2021 State of Culture Report.

Stay up to date with future State of Culture surveys and reports.

About gothamCulture
gothamCulture is a management consulting firm that draws on our associate’s comprehensive expertise and experience in the areas of culture, leadership, and people strategy to provide innovative solutions and client-service excellence. Our work is guided by our deeply held shared values, including a commitment to each other and our clients, unwavering integrity, the maniacal pursuit of excellence, relatable expertise, and authentic community. For more information, visit www.gothamCulture.com.

About the Global Organizational Culture Institute (GOCI)
Founded in 2020, the Global Organizational Culture Institute (GOCI) is dedicated to conducting research on the topic of organizational culture in order to understand what factors drive performance outcomes. GOCI’s research serves as the foundation for the annual State of Culture Study and associated reports. Learn more at: www.globalstateofculturestudy.com

 

The 6 Processes That Make or Break Your Change Efforts

By gothamCulture
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As organizations begin to implement their change initiatives and re-establish the way they do work, I cannot help but think about the body of knowledge I worked with during my time in graduate school around covert processes at work. Robert Marshak describes six dimensions that impact any organizational change plan that need to be addressed to ensure the success of that effort. In a previous article, I discussed the different themes organizations need to consider as they set up their ‘return to office’ (or not) strategies. In this article, I will be covering Marshak’s work on hidden covert processes that you will need to keep an eye out for and consider to ensure your organizational change plan is implemented and managed successfully.

To start, what are covert processes?
Unlike overt processes, which can be observed, covert processes are hidden, unspoken, and unacknowledged. They are the collective unconscious dynamics that exist within organizations that regularly impact the interactions and responses of people within the organization. If change management leaders do not account for them in their plans, these processes or dimensions can impact the workflow and stand in the way of achieving organizational goals and change objectives. It is important to know that covert dynamics occur outside of our awareness and you and your employees can be engaging in them without knowing it.

The 6 dimensions of change
Marshak lists six dimensions of change: Reason, Politics, Inspirations, Emotions, Mindset, and Psychodynamics. The first is the only overt dimension out of the six whereas the latter 5 are covert. Read More…

Establishing your return to office strategy can feel daunting. Here is where to start!

By gothamCulture
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Return to the office themes

Over the last year, business leaders and organizational development experts have been emphasizing the strategic priority of figuring out what the ‘return to work’, or more accurately, ‘return to office’ is going to look like. We heard about ‘hybrid models’, ‘permanently remote models’, and ‘rotating shifts models’. While all of these ideas might be great in theory, the specifics still seem fuzzy to most. With restrictions being eased and more and more people getting vaccinated, the pressure to have ready-to-launch plans that answer all of the diverse workforce needs is on more than ever.

I recently attended an interactive seminar on change leadership with a group of 30 or so organizational development experts and HR leaders to explore how real-life organizations will need to address the challenges of returning to the office (or not). We huddled up and discussed actionable change management plans we would implement to make the transition successful. My colleagues in the virtual room had brilliant ideas to share, and it was evident that while there was agreement around some aspects of the change management plans, people had very different ideas of what needed to be done. And they all seemed like really good ideas. Read More…

Podcast: Return to Work Anxiety? You’re Not Alone

By gothamCulture
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gothamCulture podcast

As COVID vaccines become increasingly available, the work world is beginning to think about the future. Most of that thinking revolves around questions rather than definitive answers at this point. What will work look like in the coming months? When might I need to go back to an office? What expectations will my employer have of me? What flexibility might exist?

In this episode of the gothamCulture Podcast, Chris Cancialosi discusses these questions and tips for navigating the associated anxiety with guests Tracy Nathanson, LCSW, a licensed psychotherapist specializing in the treatment of anxiety, depression, relationship issues, life transitions, low self-esteem, career challenges, and stress management, Dr. Ernesto Lira de la Rosa, a Licensed Clinical Psychologist who works at Columbia University’s counseling center and maintains a private practice in NYC, and Dr. Michael J. Provitera, an executive leadership trainer and Associate Professor of Organizational Behavior at Barry University in Florida.

Released: April 2, 2021

Don’t Think An Organizational Culture Can Change? Think Again.

By gothamCulture
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organizational culture adapt

Organizational culture – that all-encompassing and always elusive aspect of organizational functioning that impacts and guides everything that happens or fails to happen within a group. It affects every aspect of our daily lives and interactions at work whether we are conscious of it or not. Whether we like the results or not. This omnipresence can make the topic of organizational culture a lot for people to try to wrap their heads around let alone change. If we think about the topic of organizational culture simply as “the way work gets done”, it can seem like a near impossibility that it can adapt and change.

Difficult, yes. Impossible, no. Any number of internal or external factors can shape the culture of an organization at varying rates. Catalysts such as mergers and acquisitions, adoption of new technologies, the transition of a key leader or leaders, new government regulations, or an unanticipated global pandemic can all force people to adopt new behaviors to adapt the way work gets done in order to survive and compete. Read More…