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Companies want to be profitable and maximize their performance and impact both in the world and within their industry.

 

With that said, accomplishing those feats starts with cultivating a culture to allow those things to happen which starts with a priority on employee well-being.

 

Culture is important -- it affects engagement, mindset, reputation, recruitment of talent, and well being. When looking to cultivate a healthy and high performing culture, start by emphasizing these six points:

Via The Learning Factor

I have a 2-year-old boy. It’s incredibly exciting experience being part of his journey — teaching him new things and trying to be the best role model I can be.
I also have an 8-year-old “child” — the company I founded in 2008, WordStream.
Raising a child and building a great startup culture are surprisingly similar.
Like a child, the startup culture you create will become a reflection of you — the company’s founder (or founders) — as well as your early hires.
So what type of culture is your aspiring startup developing?
Is it one where your employees will thrive and achieve big and amazing things that help grow your company?
Or will you create a toxic culture where your employees are doomed to underachieve and ultimately cause your startup to fail?

Via David Hain

You just can't tolerate a toxic work environment if you're running a company called Care.com.

 

Sheila Lirio Marcelo, the co-founder and CEO of Care.com, didn't come right out and say that during a session on the workforce of the future at the recent Dell Women Entrepreneurs Network event, held Monday and Tuesday in Cape Town. But it was clear that Marcelo, who is responsible for more than 500 employees and $139 million in revenues, believes culture is vitally important to the success of her business.

 

How does the CEO of Care.com, which matches caregivers with those who need to hire them, keep the company culture healthy?

Via The Learning Factor

More and more companies are realizing they must reinvent their cultures by infusing innovation into their DNA. Unlike startups that get to shape culture from scratch, established companies must transform existing norms, values, and assumptions in ways that inspire everyone to innovate — not just at the top of the organization, but at all levels.

 

One company that’s making headway on that goal is CSAA Insurance Group (CSAA IG), one of the insurance companies affiliated with the 55 million-member American Automobile Association (AAA). With almost 4,000 employees, CSAA IG has embarked on a systemic approach to create a pervasive culture of innovation. The tactics being used by CSAA IG are all ones that leaders in other companies can apply to their own innovation culture change efforts.

Via The Learning Factor

Culture is the invisible hand that shapes behavior and tells people how to behave when no one is watching.

Via Anne Leong

We live in an age of increased complexity, velocity and demand for multidisciplinary thinking. So much of what we do today requires the careful balance of both generalists and specialists to make great work happen.

It excites me to see more and more organizations embrace this approach by bringing together people from multitudes of fields and perspectives, enabling a new depth and diversity of visioning and problem solving. Optimally, these multidisciplinary teams are further supported through evolved organizational and management-thinking that favors meritocracy over rigidity. Organizationally, this can be achieved by constructing horizontal networks where there were once more stacked seniority-based hierarchies.

In practice, managing people and teams of this sort requires every bit as much care and rigor as more traditional structures, but the energies are directed differently — there's more attention directed toward supporting relevant possibilities and valuable outcomes than reinforcing structure. The investment is worthwhile, because when it works, the results and cultural implications are magnificent.

Via The Learning Factor