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.

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.

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

I was able to study 50 years of leadership theory and practicum in my master's program at Seton Hall, and it has provided the backbone of the knowledge we use every day. My undergraduate work was in journalism, and my early work as a newspaper reporter taught me how to research, write, and rewrite.

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.

Managers should understand there are some simple things they can do tomorrow that will make a big difference in their culture, but so few managers do them.

Every leader can get more passion, ingenuity and energy from their people, and every employees wants to feel connected to a great cause. When this works, it really is amazing to see.