 |
Technical solutions fare poorly where improvement is dependent on a change in culture, traditional norms, or a shift in people’s habits.
|
185 |
 |
Make sure success does not undermine urgency and allow the powerful winds of tradition to pull new behaviors back to historical norms.
|
185 |
 |
Culture is a complex concept… it means the norms of behavior and the shared values in a group of people.
|
165 |
 |
…most of the time, creating a new norm means that you need to change old ones that are deeply embedded.
|
165 |
 |
Trying to shift the norms and values before you have created the new way of operating does not work.
|
176 |
 |
At its core, a culture is defined by shared norms and the values of a group of people.
|
244 |
 |
By normalizing negative experiences, we neutralize them.
|
174 |
 |
The habits and norms that exist in any group can feel even more entrenched than individual habits. But it’s important to remember that we can change together.
|
234 |
 |
A powerful company culture built on a belief in in the importance and value of what it does and shared norms as to what is acceptable behavior is in itself a control mechanism that lessens the need for external controls…
|
277 |
 |
If a group develops a norm of giving, members will uphold the norm and give, even if they’re more inclined to be takers or matchers elsewhere.
|
220 |
