As human beings we have a tendency to filter out information that does not match up with our preconceived beliefs, including the supremacy of our organization.

Great leaders in our study treated their people like partners in the organization. That meant they created for their people a sense of connection by teaching them how their jobs impact the larger organization. And they showed them growth opportunities, how they can grow and develop with the company.

My parents were my first bosses - they gave me my moral compass, goals, and first recognition. My dad worked 25 years for Rolls Royce in England. He taught me the value of working someplace where you can make a difference - not chasing money but doing work that you found purposeful.

Some leaders want to jump right to planning and fixing their issues, without understanding exactly what the problems are. Others want to skip the training phase since it means pulling people out of their jobs. The point is, each phase is important to enhancing culture and driving real change.

Managers focus on short-term goals versus opportunities or challenges coming down the road.

We are hearing more and more from our clients, they want to know how to build not only a great corporate culture, but effective cultures in each of their smaller teams.

The celebration of one success launches a thousand more.