Tag Archives: shadow of the leader

Shadow of the Leader: The Remake.

I hope I shall possess firmness and virtue enough to maintain what I consider the most enviable of all titles, the character of an good man.   -George Washington (1732-1799)   One of the fundamental tenants of corporate culture is the … Continue reading

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Why Culture Change Programs Don’t Deliver . . . Another Viewpoint

There are lies, damned lies, and statistics. ~ Mark Twain There is a very popular TV game show in American culture called  Family Feud which features two competing families must name the most popular responses to a survey question posed to … Continue reading

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Is Your Corporate Culture a Poorly Dubbed Movie?

I enjoy watching films, I guess it’s the escapism into a new world, getting inside the lives of new characters, and being carried along by the storyline.  As Robert McKee, one of the gurus of screen writing likes to say, … Continue reading

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The Cap Seller and the Monkeys: A Leadership Parable

(This is a post from several years back, but a good concept to think about over the weekend.) “As ye sow, so shall ye reap.” Galatians 6:7 Once there was a young boy who sold caps (baseball style caps) as a … Continue reading

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Leadership, Friction and Culture Change

The secret to success is to work smarter, not harder! In a recent blog (Friction and Culture Change) I used the physical concept of friction to help explain the difficulties in culture change and why reshaping corporate culture is so hard and often … Continue reading

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Understanding Corporate Culture: Experience vs Theory

Good judgement is the result of experience, and most of that comes from bad judgement.  ~Cowboy Wisdom There seem to be two schools of thought about how to be an effective leader and business person.  According to the widely accepted approach used … Continue reading

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Admiral Rickover and The Responsibility of Leadership

(Note:  This is a blog I published over 2 years ago, but the message needs repeating, at least to me!) “Good ideas are not adopted automatically. They must be driven into practice with courageous impatience. Once implemented they can be … Continue reading

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