Culture is said to be the cornerstone of any organization. Without a culture where employees feel secure, valued, and respected an organization will crumble. Yet we hear so many horror stories of bosses running their organizations to the ground, or employees who do not feel apart of a team and ultimately only care for themselves. It’s time leaders step forward and develop an organizational culture where everyone matters, where everyone is valued, and where everyone can thrive.
Meet Claudette
CLAUDETTE ROWLEY, Cultural Brilliance CEO, is a change management consultant, cultural designer, and executive coach. She is passionate about helping leaders and organizations resolve complex organizational problems in ways that honor the intelligence of their cultural systems and the brilliance of their people. For almost 20 years, Rowley has consulted, trained, and coached executive leaders and teams at Fortune 500 companies, small businesses, higher education, and start-ups to create proactive and innovative workplace cultures that deliver outstanding results throughout all areas of an organization. With a client list that includes Medtronic, Boston University School of Law, and Massachusetts Institute of Technology, Rowley’s unique programs solve complicated problems, create buy-in and engagement, and receive high reviews.
Timestamped Overview
During our discussion, Claudette and I discuss the following topics:
- How she got her passion for leadership and organizational culture
- Her inspiration for the book
- Why a she used a Venn diagram
- Each of the sections to Cultural Brilliance
- How leaders can ensure that they communicate properly to their organization.
- How can a leader know that their organizational culture is changing
- What are some immediate practical steps leaders can do tomorrow to improve their organization’s culture.
Guest Resources
If you are interested in Claudette and her resources, then be sure to check out the following links:
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Transcript
The following is an AI generated transcript which should be used for reference purposes only. It has not been verified or edited to reflect what was actually said in the podcast episode.
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