This classic study was one of the first to show a close link between organizational culture and organizational performance.
Strong, consistent cultures are a big advantage, except when everything is well integrated around the values of the past. This article also shows how culture scores can predict stock prices.
This study, using the Competing Values Model, shows that organizational cultures that manage complexity and trade-offs perform better.
This study gives a lot of background about how our model was developed.
This award winning article is one of the first time-series analyses of the link between culture & performance, showing that our culture measures are a good predictor of customer satisfaction.
Organizational culture has a big impact on customer satisfaction. These two studies show the results!
Leadership 360 results from leaders in over 20 countries
show a lot of commonalities, and a few important differences.
This frequently cited study shows that culture results from organizations in Europe, Asia, and North America have a lot of commonalities.
This study shows how our method can be used to understand performance differences among Russian companies, where flexibility is more important compared to US companies.
High levels of involvement are essential to managing diversity on a global scale.
Results from Europe, Asia, and North America show a high level of commonality across cultures.
Coaching leaders with an eye to their organizational context makes a big difference!
Coaching makes leaders much more aware of their style as a manager. The study shows that on balance, self scores change the most as a result of coaching.
Are your leadership development efforts designed to change your culture? Integrating organizational and leadership development efforts helps create the future.
This how-to guide presents the options for doing cultural due diligence in organizations.
This article provides an overview of how to approach culture in both Mergers and Acquisitions.
Organizations that manage both “market-in” and “organization-out” knowledge flows are the best innovators.
This method was designed to help understand the differences between effective and ineffective new product development teams.
This article gives an overview of diagnostic methods and presents a validation study of our method.
This classic academic article presents an overview and integration of culture and climate research.
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