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Who wants competition? Big cable tries outlawing municipal broadband in Kansas

Who wants competition? Big cable tries outlawing municipal broadband in Kansas | Business Transformation | Scoop.it
Lobbyist for Comcast, Cox, TWC wrote bill to stifle rivals like Google Fiber.
Karl Wabst's insight:

Digital transformation requires more competition not less. Competition provides incentive for increased coverage, speed and lower costs.

 

If this bill is successful, expect similar measures around the country.

 

The US has some of the slowest speeds and highest bill rates of industrialized countries.


Related stories

 

The report ISPs don't want you to watch.... 

MOYERS ON AMERICA: "The Net at Risk"

Background story about how Net Neutrality affects our lives and future opportunity. America is falling behind. More at risk than you may realize.

http://www.pbs.org/moyers/moyersonamerica/net/watch.html

 

THE NEW DIGITAL DIVIDE

http://www.pbs.org/moyers/moyersonamerica/net/usworld.html

 

Why Comcast and other cable ISPs aren’t selling you gigabit Internet

http://sco.lt/56f3jt

 

Top 5 Countries with the fastest internet speeds in the world The US ranks 11th. Last year we were #14.

http://nomadcapitalist.com/2013/12/01/top-5-countries-fastest-internet-speeds-world/

 

How Big Telecom Increases Our Digital Divide

http://billmoyers.com/segment/how-big-telecom-increases-our-digital-divide/

 

Susan Crawford on Why U.S. Internet Access is Slow, Costly and Unfair

http://billmoyers.com/segment/susan-crawford-on-why-u-s-internet-access-is-slow-costly-and-unfair/


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Business Transformation
Corporate and Business Strategy in the Post Industrial, Digital Economy. Visit me on LinkedIn: www.linkedin.com/in/karlwabst/
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4 Steps To Building A Company Vision

4 Steps To Building A Company Vision | Business Transformation | Scoop.it
Successful organizations have one thing in common: clear goals. Without goals, businesses remain too short-sighted to understand their true...
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ABA to Consider Cybersecurity Policy

ABA to Consider Cybersecurity Policy | Business Transformation | Scoop.it

The American Bar Association will consider cybersecurity policy at its annual meeting next month in Boston.The draft policy urges “all private and public sector organizations to develop, implement and maintain an enterprise security program in accordance with internationally accepted standards”

Karl Wabst's insight:

Corporate IT and Security, take notice.


Your Legal team may be taking a greater interest in organizational cybersecurity.

If adopted, the resolution may provide IT and Security staffers the opportunity to learn how a lawyer looks at security. This should be different from the compliance reviews you may have grown used to.


Think about how to communicate with your Legal team if that has not been part of your job. There are opportunities for greater visibility and resources you want.


Understanding how Legal and the Business think on this issue will help you see your world through your customer's eyes. Think of this as a growth opportunity. It will only hurt a little.

 

Here's a taste of what the ABA will be discussing.


"RESOLVED, That the American Bar Association encourages all private and public sector organizations to develop, implement, and maintain an appropriate security program, including:


(1) conducting regular assessments of the threats, vulnerabilities, and risks to their data, applications, networks, and operating platforms, including those associated with operational control systems; and


(2) implementing appropriate security controls to address the identified threats, vulnerabilities, and risks, consistent with the types of data and systems to be protected and the nature and scope of the organization;"


More available here:

http://www.americanbar.org/content/dam/aba/administrative/house_of_delegates/2014_hod_annual_meeting_electronic_house_report_book.authcheckdam.pdf


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3 Qualities of Exceptionally Gifted Leaders

3 Qualities of Exceptionally Gifted Leaders | Business Transformation | Scoop.it
The really gifted leaders? They always have these three traits.
Karl Wabst's insight:

Being a leader is not a function of a person’s job title. Being a great leader takes work. Do the work.


Encourage others, and yourself. Work harder but look for ways to work smarter. Remember to have fun too. Otherwise, your tenure will be cut short.

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How to Use Social Media to Find Rock Star Employees

How to Use Social Media to Find Rock Star Employees | Business Transformation | Scoop.it
Placing job ads in a local newspaper or industry magazine just doesn't cut it anymore. Look instead towards LinkedIn Groups and Facebook Pages.
Karl Wabst's insight:

Use social media to recruit! Be smart. Think strategy!

 

Are you aware of the potential benefits and risks? You have the opportunity to build a community of engaged applicants and evangelists.

 

It is not all roses though. There are legal, privacy and reputation issues. Nobody really wants to work for Big Brother.

 

Today, you are the watcher. Tomorrow, you may be the one being watched. Ignorance of the law is not an excuse. The risk of making a mistake is not an excuse not to do this though. Approach it as a business process.

 

What is your ideal outcome? Where should you play? How can you win there? How does social recruiting help you beat the competition? What core capabilities do you have/need? What management systems will you need to support your recruitment strategy? Who else needs to be engaged to make it work?

 

 For starters, read:

 

ALIGN YOUR SOCIAL MEDIA AND RECRUITING STRATEGIES (HBS Recruiting Blog)

http://hbsrecruiting.wordpress.com/2014/03/03/align-your-social-media-and-recruiting-strategies/


Use Social Media for Recruiting, Screening, and Background Checks? How to Consider and Make Use of Information Available on Social Network Sites

http://humanresources.about.com/od/selectemployees/qt/why-use-social-media-for-recruiting-and-screening.htm


 

 

 

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How To Be An Effective Leader

How To Be An Effective Leader | Business Transformation | Scoop.it
Strange, but true: If you want be a better leader, you need to give up control
Karl Wabst's insight:

Control freaks do not really make good CEOs. They are too busy being Managers to be leaders.

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Enterprise Collaboration Will Drive Digital Transformation

Enterprise Collaboration Will Drive Digital Transformation | Business Transformation | Scoop.it

Digital transformation is on the menu for most companies this year, but the ingredients needed are still being determined. However, new research highlights the recipes companies are using to evolve internal processes, structure and culture to match the evolution in customers’ behavior.

Karl Wabst's insight:

It is great to hear executives are champions of digital transformation. The technology is the easy part.

  

The first hurdle is getting employees to share outside of their departments. Sharing is not enough. They have to listen and change how they act.

  

People who mistrust each other will not feel comfortable sharing. Without trust, your company will not reap the promised rewards.

  

In many old school companies, sharing is not a rewarded behavior. Mindsets have to evolve. Processes have to change. Job descriptions have to change to reward new behaviors.

  

Employees and middle managers do not like change. Be prepared to answer when they ask, “What’s in it for me?” Worse, if you try and you fail, you will hear something like this. “We already tried that. It did not work. Go back to the old way of doing things.”

  

Think about all those movies with soldiers going through boot camp. To be effective and stay alive, soldiers have to learn to act as a team with the same goal. Act as a company, not simply a collection of departments, vendors and consultants. You have to change me into us.

  

Today’s social customers do not care whose problem it is. They paid you. Fix it. If not, I will go to another vendor that sells the same product. Customer loyalty was bred out by commoditization.

  

Great customer service is one way to differentiate yourself from a crowded sea of competitors.

  

Organizational behavior also needs an upgrade. Without your people on board, collaboration is dead on arrival.

  

It is cheaper to keep existing customers rather than to find replacements just to stay at zero growth.


Your customers have plenty of choices in widgets. Give them a reason to buy yours.

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Unlock the Mysteries of Your Customer Relationships

Unlock the Mysteries of Your Customer Relationships | Business Transformation | Scoop.it
This approach is unfamiliar to most consumer companies, but it’s more eye-opening and valuable than the demographic, behavioral, or values-based customer segmentation they have been practicing for decades.
Karl Wabst's insight:

Listen for signs this may not be the type of relationship you are looking for. It’s better to recognize that you want a best friend and they want a master-slave relationship. 

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Act Like an Entrepreneur Inside Your Organization

Act Like an Entrepreneur Inside Your Organization | Business Transformation | Scoop.it

“I have an idea for a new product (or process, system, program, etc.). I’m not dead certain it can be pulled off, but if it could, it can have a significant impact on the business. It’s not within the day-to-day scope of my job and I certainly don’t want to put myself or the company at significant risk, but ..."

Karl Wabst's insight:

Companies are often more interested in managing, or focused on maintaining the status quo. Many have stopped asking how can I recognize the next big idea.

 

A focus on the status quo tells employees Don’t rock the boat! It is not your job! Worse, more of us say it is not my job!

 

Leadership implies risk. Every entrepreneur, internal or external, asks what am I willing to lose to make this dream a reality.

 

That is how most companies got started. The founder took a personal risk.

 

Your company culture may be the difference between an employee leading, or leaving. In the good old days, companies needed more managers to keep the plant humming along.

 

Today, the plant is closing because someone had an idea of how to do it better, or cheaper, or somewhere else. Perhaps they find a way to replace whatever you do with something better.


They chose to lead. They took that risk your manager said wasn’t their job. Some lose, but some win.

 

You may be breeding your own competitor. You may be filling them with the desire to win. That desire is not to collaborate with you, but to beat you.

 

Breed leaders instead.

 

Where would this country be if the colonists decided not to rock the boat? The King knows what he’s doing! Sit down and shut up!

 

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How to Avoid Collaboration Fatigue

How to Avoid Collaboration Fatigue | Business Transformation | Scoop.it

It’s nearly impossible to escape a meeting or conference call without someone touting the virtues of collaboration. After all, researchers have linked collaboration to increased innovation, and many have compellingly argued for collaboration’s role in better leadership performance. Collaboration just feels right — like a big hug or a warm puppy.

Karl Wabst's insight:

Some old school ideas still apply in business. Giving people a voice does not mean we all have to agree. Consensus is nice but it is not required to move our company to a new destination.

 

Some teams fall victim to group-think and others descend into madness by seeking the one answer everyone agrees to. Good luck with that.

 

Too often, the result is to water down new ideas until they are bland statements meant not to offend or threaten anyone.

 

This stalls execution, dooming your executive team to mediocrity.

 

Someone must have the power and be responsible to make the decision. Shareholders are not funding a commune.

 

We need more leaders. We need fewer managers. Can you explain the difference between manager and leaders? 


Hint: Start here

What Leaders Really Doby John P. Kotter
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Not even on social media can, or should, a brand be a friend

Not even on social media can, or should, a brand be a friend | Business Transformation | Scoop.it

After almost a decade of fighting for this, we're finally at a point where CEOs & CFOs have finally cottoned onto the idea that digital is the way of the future, and your communications and marketing strategies need to take this into account.

Karl Wabst's insight:

Yes, social media is business communications. There is a big but, however. It should have an important difference over corporate communications of the past. 

 

We should not communicate to our customers. We ought to be listening as well. Only then can we converse. You learn much more about the customer in the give and take of conversation. 

 

Instead of doing the same old thing, social must allow, even encourage consumers to speak back. Marketers must listen and adjust. 

 

If you still focus on the medium, it would be smart to adjust your tactics. Some still see it as a technology and allocate it to IT. 

 

It is true that jokes and attempts to be friends may fall flat. Marketing has changed. Consumers are not kids. Do not assume the wrong tone. It may cost you.

 

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This Always Ad Asks What It Means To Do Something "Like a Girl"

This Always Ad Asks What It Means To Do Something "Like a Girl" | Business Transformation | Scoop.it
The brand looks to turn the phrase from an insult to an inspiration.
Karl Wabst's insight:

Be who you are. Not a stereotype. Watch this. Think. Show it to your kids. Ask them what they think about it. Discuss.

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The Hidden Danger of Hoarding Capital

The Hidden Danger of Hoarding Capital | Business Transformation | Scoop.it
Yes, an abundance of capital looks good on paper. But it's probably preventing you from investing in long-term, game-changing innovation the way you should be.
Karl Wabst's insight:

The Capitalist's Dilemma is not without parallel in most of our lives.

 

Shareholders can be like Mom and Dad. They provide cash, but having someone constantly watching and judging may hold you back.

 

When you were a kid and had to answer to your ever-watchful parents you probably didn't do things that sounded fun because you knew your parents would be unhappy.

 

When you are on your own, you probably take more risks that Mom and Dad would frown upon. Sometimes it pays off.

 

Living your life to please Mom and Dad can hold you back. Yes, taking a risk can be good. You still need the fundamental lessons about good and bad you learned while you were young.

 

Christensen talks about the downside of living by quarterly earnings reports. Flash trading moves the bar even further toward short-termism.


Flash traders work in milliseconds. This makes a financial quarter look like eternity.

 

Flash Trading: Wall Street's Latest Scam?

http://www.investopedia.com/financial-edge/0809/flash-trading-wall-streets-latest-scam.aspx

 


 

 

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Build a Culture Your Customers Will Love

Build a Culture Your Customers Will Love | Business Transformation | Scoop.it

Creating an exceptional customer experience has become a top priority for the world’s greatest organizations as more companies realize that an exceptional customer experience can be a true competitive advantage.  An exceptional customer experience requires an exceptional organizational culture.

Karl Wabst's insight:

Customer experience or CX is a reflection of organizational culture. Think about how the sky reflects in a puddle. After the age of 5, we know the sky isn't really in the puddle.


Customers aren't stupid. They know that happy talk from a customer service representative is just on the surface. Don't bank on the idea that a pretty surface will keep you in business.


The landscape is littered with dead or dying businesses. Are you among them?


The wrong approach. Focusing on a single touch-point or worse, believing customer satisfaction can be measured by individual customer interactions without regard for what is going on underneath.


Without support from the others in the chain, there is no substance. In other words, that dog won't hunt.


Customer Experience is deeper than a single interaction. CX covers the entire journey that customers take with your company.


Customers go from interest in a product or service, searching and gathering information, to purchase. It doesn't stop there. Customers want ongoing support.


CX drives customers even further. When considering their next purchase, do they stay or do they go? It's a cycle, or circle, not a one-time transaction and out. See "The Trust About Customer Experience" from HBR:

http://hbr.org/2013/09/the-truth-about-customer-experience/ar/1

 

Customers want more depth. So do you. Why?

 

Noncustomer-facing roles directly influence the ability of the company to serve its customers. Making cheerier Customer Service Representatives isn’t enough.

 

Customers have more choices, and most are not you. In the global, Internet economy, competitors come from places we wouldn’t expect in days gone by.

 

What happens below the surface makes the difference between a happy customer and a social media post read by 10,000 potential customers.

 

To improve customer experience, organizational culture change has to be more than a surface change.

 

Customers will not be happy if the order is wrong, the bill isn’t correct, their identity is stolen or the product ships late.

 

In short, the same old crap with pretty frosting doesn't work anymore. Customers recognize value. They are willing and able to tell the World where they find it and where they don’t.


Culture matters and yours better have more depth than a puddle.

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9 Eerie Similarities Between 1914 And Today

9 Eerie Similarities Between 1914 And Today | Business Transformation | Scoop.it

In her new Brookings Essay, The Rhyme of History: Lessons of the Great War, historian Margaret MacMillan takes an in-depth look at the global tensions that led to World War I in 1914, and the striking similarities she sees happening today. 

Karl Wabst's insight:

Bill! Ted! Do you know what caused WWI?


Your teachers probably told you it was the assassination of some old archduke guy. Think again!


Why does this matter to you?

 

  • World War I caused WWII. 
  • The results of the two World Wars play a part in the wars we are living through in the Middle East and Russia today.
  • The author believes there are parallels between then and now. For example - 100 years ago, there was globalization, breakthroughs in technology and communications. 
  • Issues that marked the era include immigration, liberals vs. conservatives, and political unrest. 
  • Back then, many people assumed that peace was the common state of affairs. 

 

You may be surprised at how much debate there has been over this.


Interesting read if you are a history buff, or future buff.


Check it out. There are lots of pictures and video to look at. It may be the start of an excellent adventure!

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6 Principles for Making Better Decisions

6 Principles for Making Better Decisions | Business Transformation | Scoop.it
WIthout our minds we would be zombies. If it feels like your in a zombie movie maybe its time to exercise your mind. Read these 6 simple steps to begin making better decisions and strengthening your mind. Live It, Dream It, Mean It
Karl Wabst's insight:

Some interesting suggestions shred by hris Rither. Give this article a read and let us know what you think. Don't be a zombie!

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How To Win An Argument

How To Win An Argument | Business Transformation | Scoop.it
VIDEO: Despite your burning desire to simply prove your opponent wrong, the real way to win an argument takes a more careful, tactical approach.
Karl Wabst's insight:

Being right is not the only thing at stake.

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Transform Into the CEO You Want and Need to Be

Transform Into the CEO You Want and Need to Be | Business Transformation | Scoop.it
It's not about perfection. It's about competence.
Karl Wabst's insight:

To lead, you have to know where you are personally. Understand your strengths and weaknesses. You do not have to be perfect. You do need an open mind that has room for more lessons and change.

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Why You Lead Determines How Well You Lead

Why You Lead Determines How Well You Lead | Business Transformation | Scoop.it
Internal motivations are more powerful than external ones.
Karl Wabst's insight:

How well you lead depends on why you lead. 

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Don’t Sell a Product, Sell a Whole New Way of Thinking

Don’t Sell a Product, Sell a Whole New Way of Thinking | Business Transformation | Scoop.it

Customers need the right mental model to understand why they need your product. Albert Einstein once said, “We cannot solve our problems with the same thinking we used when we created them.” Companies that help customers shift their thinking will be more effective at solving problems and ultimately selling products.

Karl Wabst's insight:

Innovations break our model of how stuff works. We each carry around these mental models in our heads.

 

Large-scale change relies on the ability to change individuals' minds. Help people change their mental maps.

 

Change that lasts starts one brain at a time.

 

It’s not easy. If it were easy, your competitors would already have done it.

 

People have to see a need to change. Next, they feel it and decide to change their behavior.

 

 It’s personal, you wouldn’t understand.

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Get Your Brain Unstuck

Get Your Brain Unstuck | Business Transformation | Scoop.it
It’s 10:20 pm — and you’re still at the office. Any moment now, the cleaning crew will arrive and the vacuuming will start and you’ll have to put on your headphones just to hear yourself think. Your wife calls, asking if she should wait up. “Leaving any minute,” you tell her, staring up at an empty screen.
Karl Wabst's insight:

Just because you are not staring at the problem doesn't mean you aren't working on a solution.


As we spend more time thinking for a living, we need to understand how our brains work.


Some misconceptions about what hard work looks like come from a time when work meant muscle. Fewer jobs don’t require creativity.


As strange as it may sound, learn how to think. Upgrade to Brain 2.0.

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The Hidden Enemy of Productive Conversations

The Hidden Enemy of Productive Conversations | Business Transformation | Scoop.it

Leaders need to create and encourage constructive dissent to open up new possibilities, expand insight, and generate better decisions.

Karl Wabst's insight:

Leaders guide and convince others to go somewhere new. Otherwise you wind up where you always went. So why go?

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‘Know’ ORGANIZATIONAL CHANGE & ‘Know How’ to Break Employee Resistance

‘Know’ ORGANIZATIONAL CHANGE & ‘Know How’ to Break Employee Resistance | Business Transformation | Scoop.it

Dealing with employee resistance to organizational change is tricky and challenging as the employee behavior cannot be anticipated. But once the initiated change gets rooted, the employee resistance to organizational change fades.

Karl Wabst's insight:

Break Employee Resistance? Organizational change should not sound like a military strike force.


These are employees, not the enemy. People have gotten used to having a voice through social media and less militaristic workplace policies.

 

If the boss yells, “jump!” expecting employees to ask “how high, Sir?” the boss is likely to be disappointed. Employees are likely to ask “why?”

 

The increased pace of change has driven the need for good decision-making from the central office closer to the front lines. We need employees capable of making good decisions. We want people willing to be accountable.

 

Management can provide better value to the company if they do not have to oversee every decision. Most employees accept the need to change. To do more than just follow orders, employees need to understand management’s intent.

 

Why do we need more than just obedient workers? Fewer jobs require simply pushing a lever at the correct interval. We have robots for that.


Employees are often required to evolve. You need people who can think and interact with customers, and computers. They must have the desire to participate. Workers know how to fix overly controlling managers. Resistance may not be obvious, at first.

 

Malicious compliance, or work-to-rule, occurs when a person ”intentionally inflicts harm by strictly following the orders of management or following legal compulsions, knowing that compliance with the orders will cause a loss of some form resulting in damage to the manager's business or reputation, or a loss to an employee or subordinate. It has the effect of harming leadership, or the leadership harming a subordinate.” http://en.wikipedia.org/wiki/Malicious_compliance

 

We need brains, not just muscle. We ask them to do more with less. We want them to take on more responsibility. To do that, employees need knowledge, skills and the ability to adapt to overcome. This requires an engaged, creative workforce.

 

Sometimes, good ideas come from resistant people. Listen; do not focus on breaking employee resistance. I recommend reading the tutorial: “Five tips for: Managing resistance” from Prosci. http://www.change-management.com/tutorial-5-tips-resistance.htm

 

Five tips for: Managing resistance

  1. Do change management right the first time.
  2. Expect it.
  3. Address it formally.
  4. Identify the root causes.
  5. Engage the “right” resistance managers.

 

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Massive open online courses – or Moocs Tracker - FT.com

Massive open online courses – or Moocs Tracker - FT.com | Business Transformation | Scoop.it

Massive open online courses – or Moocs – are web-based classes that offer students self-paced learning in their subject of choice. 

High quality global journalism requires investment. 

Recently-listed free courses on this page include:

  • “Creativity, Innovation, and Change”
  • "Decision Skills: Power Tools to Build Your Life”
  • “Delft Design Approach”
  • “DQ 101: Introduction to Decision Quality”
  • "Leaders of Learning”
  • “Lean for Social Change”
  • “Scaling Up Your Venture Without Screwing Up”

Karl Wabst's insight:

Invest in yourself. Transform your brain. 

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Win Over an Opponent by Asking for Advice

Win Over an Opponent by Asking for Advice | Business Transformation | Scoop.it

Asking for help can be a form of conversational judo. As you plan your next negotiation, consider how a targeted request for advice could turn an adversary into an advocate.

Karl Wabst's insight:

Contending isn't always the smart way to get what you want.

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Culture Fundamentals – 9 Important Insights from Edgar Schein

Culture Fundamentals – 9 Important Insights from Edgar Schein | Business Transformation | Scoop.it

Culture is a hot topic but remains a tremendous opportunity for most organizations to further support their purpose, solve problems, and improve performance. An Interview with Edgar Schein. 

Karl Wabst's insight:

The first post from CultureUniversity.com. It explains that organizational culture is much more than just "how we do things around here." Why read it? This is a good post for change agents and management to share. Look smart!

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