The Future Impact Of AI Corporate Culture

The Future Impact Of AI On Corporate Culture

The Future Impact Of AI On Corporate Culture

The Future Impact Of AI Corporate Culture

Machine learning has proliferated the business world and penetrated nearly every sector of every industry over the past decade, from healthcare and education to consumer goods and manufacturing. And with machine learning comes the promise of artificial intelligence (AI) and a potential future that many executives find difficult to imagine. That’s not necessarily a bad thing, but it does raise some questions about the future impact of AI on company culture.

All new technology-based innovations, such as artificial intelligence in the workplace, require some planning and setting of goals for the organization. As a business leader, you cannot merely bury your head in the sand and expect AI to go away. Embrace change or be left by the wayside. This means all the various departments within companies need to work together and come to an agreement on how they are planning to adopt and adapt to AI-based disruptions in your respective industry. First things first, you need to understand where AI-based technologies are heading in order to plan for the future properly.

AI-Powered Personal Relationships

Today, a lot of machine learning technologies are, in effect, glorified calculators. But that won’t be true for long. AI promises to go far beyond just crunching numbers. It could also be used to predict success rates for human relationships. AI can be used to help determine the specific psychological and interpersonal characteristics of employees which can be incredibly valuable to HR departments looking to improve their employees’ experience at work.

This can also be incredibly valuable in the hiring process and improve a company’s ability to hire for cultural fit. Imagine being able to quantify your company’s values and goals and match those values and goals to the people you’re looking to hire. It would give businesses an unprecedented level of control over who they’re hiring, and why. Companies may one day even incorporate things like facial or vocal analysis via AI to provide real-time feedback and workday optimization.

From Menial Tasks To Heavy Lifting

Rather than just being relegated to number-heavy, quantitative tasks like financial accounting, the AI of the future will assist business professionals in a variety of different/additional capacities. In the short term, this can include things like digital assistants taking on more responsibility and freeing up more time for employees to focus on more important work. In the slightly more distant future, say 10 years, is when we’ll start to see amazing workplace-benefits from AI. The most significant of which is a greater shift in the way people work, the specific type of work they’re doing and how they spend their respective time.

Automation in essential processes will free-up valuable people for more critical customer experience engagement. Take, for example, customer support. Customer support reps shouldn’t be afraid of AI, they should be embracing it! AI promises to free up time enabling them to focus on what they do best: actually working with customers. As companies harness the potential of automation to complement their support teams, these tools will handle the transactional duties, arming live teams with the details to create meaningful value.

There you have it, a few thoughts on the future impact of AI on corporate culture. If you need help defining or improving your business’s culture, check out our cultural products and services at Culture Strategy Fit today!

How Improve Your Company’s Culture In 6 Simple Steps

company culture

You can’t overestimate the importance of your company’s culture. The problem for companies with a bad culture, however, is that it’s a very difficult thing to change. Here are 6 simple ways to dramatically improve your company’s culture.

Articulate Your Company’s Vision

A company’s leaders must clearly understand its vision before staff can see how they contribute to its success. A company’s vision includes it’s core values along with what it wants to achieve and become in the long term. The problem is that many times executives formulate their company’s vision into overly grandiose statements that do not ring true to employees. You should craft a short, concise vision statement that every employee understands.

Host More All-Hands Meetings

We can never over-communicate the big items enough. The company values, metrics, goals, successes, learning’s, vision, mission…these should be talked about all the time. It’s even more power to do so in a group setting. You should also try and include food at all-hands meetings. Make it something employees look forward to rather than dread. The family that breaks bread together stays together. Buying food is a small price to pay for a great company culture.

Be Transparent

Transparency isn’t just positive for employees. The effects of a transparent company culture impact the entire organization and the people it serves. Transparency means giving your employees unfiltered insight into the company’s operations and future. It means giving employees a voice. And, most of all, it means trust. Because trust is truly the foundation of a great company culture.

Implement More Structured One-On-One Feedback.

The quarterly or annual performance review is often the only formalized setting for managers and employees to exchange feedback. That’s nowhere near enough. Begin setting up fifteen min one-on-ones with your team on a weekly or bi-weekly basis. You should also make yourself available to employees for quick little meetings in-between the weekly/bi-weekly meetings. These brief in-between discussions can do wonders to defuse the little issues and problems that typically spiral into larger issues later on. Don’t let a molehill become a mountain!

Build A Network Of Appreciation

You should make an effort to praise people for their good work publicly and criticize them privately. Public congratulations show employees that their work is being valued and having meetings that are of a more negative nature privately shows that you respect their dignity. Don’t try and embarrass people or hold back on the praise when praise is due.

Embrace And Inspire Employee Autonomy

No one likes to be micromanaged at work. Micromanaging is not only ineffective and inefficient but it’s poison to your company’s culture. You should trust the people who work for you to properly manage their own time and tasks responsibly. If not, why are they working for you? Measure quality of work not the number of overtime people put in.

There you have it, 6 simple ways to dramatically improve your company’s culture. For more help creating a great culture for your company visit Culture Strategy Fit today!

Why Employees Leave Companies With Great Cultures

Why Do Employees Leave Companies With Great Cultures

Corporate culture is one of those topics that has recently floated down from the business world’s ethereal zeitgeist to finally take its rightful place among other equally-important strategic issues in practical, real-world company conversations. Today, however, many C-level executives have found themselves wondering, “Why do employees leave companies with great company cultures?”

A company’s culture is “the way it does things,” as in, “That’s the way we do things around here.” But, more specifically, it consists of three components: behaviors, systems, and practices. “A great culture,” writes Melissa Daimler of Harvard Business Review, “is what you get when all three of these are aligned, and line up with the organization’s espoused values.”

Executives and managers often get deluded into thinking their companies have a great culture when, in fact, they do not. This happens for a variety of reasons, ranging from the manager/executive being out of touch to his/her misunderstanding over what exactly the company’s culture is. A company’s culture is not ping-pong tables and free yoga classes. Those things are superficial perks. Actual culture, on the other hand, is far more fundamental. It has an impact on both employees individually and the organization as a whole in a very deep and daily sort of way.

So, what are some of the signs that your purportedly “great” company culture may not be so “great” after all?

Your Company’s Culture Is Unclear

Maybe you think your company’s cultural values are self-evident. Are you really sure about that? Because unclear values can lead to drift and eventually to counterproductive behavior. It’s easy for “it’s-not-my-job syndrome” to rear its ugly head when nobody in the culture knows what the company values. Leaving your company’s values to develop as they may creates a culture clouded by the haze of uncertainty.

Your Company Does Not Embrace Openness

The more transparent a company’s culture, the more likely it is that the inevitable problems can be routinely identified and fixed before a crisis hits. Every time a mistake or failure comes to light, and lessons are drawn from whatever went wrong, a company is a step closer to a culture built for growth rather than just maintenance.

You Don’t Respect Your Employees’ Time

A really good CEO at the head of a great company culture will think about the bigger picture and realizes people have lives outside of work. That’s the number one way to prevent people from feeling like they might want to be somewhere else. The time from 5 p.m. on Friday to 9 a.m. on Monday should be people’s own time, not the company’s. It should be people’s choice to work on the weekends or not. When you provide this level of freedom, it makes it that much more reasonable to set high-expectations for people while they are actually at work. It’s a surefire way to help people love their work, and people who love their job/company will organically work more anyway, so really it’s a win-win.

One of the most important steps in creating a great company culture is understanding your business’s unique strengths and weaknesses, and the best way to do that is via CultureStrategyFit. So if you need help improving and or developing your company’s culture, give us a call today at 1-800-976-1660 for a free, no-obligation consultation.

The Chocolate Factory Culture Change Simulation

Company Culture

Companies today more than ever are faced with rapidly changing environments – new competitors, evolving customer expectations, changing demographics, emerging technology – all of which are working together to create more and more pressure on results.  Many companies are discovering that their successful playbooks of the past are no longer working resulting in changes to strategy and/or operating models. The challenge is the culture which helped you get your company to where it is today may no longer be the one required for the future. It, like everything else in business, needs to evolve and advance in order to keep pace with external and internal change.

Unfortunately, the majority of leaders don’t know how to change culture. Many shy away because of concerns culture change is too vague, time-consuming and complex and/or a lack of ‘how-to’ knowledge. If they do try and make a cultural change, they typically revisit the company’s values and clarify behavior expectations which is great but not enough to ensure sustained success.

Success requires leaders approach culture change as both an art and a discipline. The art is in the ability to create something meaningful that captures the imagination and passion of others. The discipline is in making this a reality by using culture change levers in an intentional way. The good news….leaders, any leader, can learn how to do this. And The Chocolate Factory Culture Change Simulation is what you need to do just that. It’s a meaningful hands-on culture activity, The Chocolate Factory Culture Change Simulation helps leaders at all levels develop their leadership capabilities in a fun and effective way.

The Chocolate Factory Simulation

Imagine an experience where the behaviors of leaders and their impact on significant organizational outcomes are revealed in real-time. Imagine that at the end of 3 – 5 hours, leaders, individually and collectively, are equipped with the practical knowledge they need to confidently implement successful culture change within their departments, business units or organizations. The Chocolate Factory Culture Change Simulation provides a way for organizations to fast-track the process of changing their culture by providing leaders at all levels with a practical approach for achieving effective culture change main objectives include:

   ~ Helping leaders understand their role in shaping and changing their company’s culture.

   ~ Helping leaders use levers to intentionally shape and change their company’s culture.

   ~ Helping leaders understand the link between values, culture, and performance.

Further, the simulation will help you answer the following important cultural questions:

   ~ How do leaders achieve culture change?

   ~ How do leaders behaviors influence culture?

   ~ How do we create a collaborative culture?

   ~ How do we create a culture that promotes innovation?

   ~ What behaviors most contributed to finding a powerful solution? Impeded it?

What Is Company Culture?

Company culture is not just for large, established corporations. It is, on the contrary, an elementary part of every business, which (whether you realize it or not) lies deep within the bones of every company.

Company culture has been defined differently by different people. What they all have in common, though, is the fact that company culture necessarily deals with why and how people do what they do within a business. It involves:

   ~ Company Vision/Mission

   ~ Behavioral Norms

   ~ Symbols

   ~ Values

   ~ Language

   ~ Assumptions

   ~ Systems

   ~ Habits

   ~ Beliefs/Ideology

Any company serious about its culture needs to understand how these various components are working together to support strategy execution and goal achievement  This should be done sooner rather than later.

The good news is leaders have the means to create high-performing cultures at their fingertips. What they lack is the know-how. The Chocolate Factory Culture Change Simulation fills this gap by providing a simple and practical framework they can use to proactively influence and shape culture.

Who Is The Chocolate Factory Simulation For?

Companies today more than ever are faced with rapidly changing environments – new competitors, evolving customer expectations, changing demographics, emerging technology – all of which are working together to create more and more pressure on results, and many companies are discovering that their successful playbooks of the past are no longer working. The culture which helped you get your company to where it is today may longer be enough, it, like everything else in business, needs to evolve and advance in order to keep pace with external change.

Another instance in which the Chocolate Factory Simulation may be useful is when companies want to make a major strategic because it helps leaders know what to do to shift their organization’s culture so that it is aligned with company’s new strategy.

The problem is that leaders don’t know how to change culture. Many shy away because of concerns about a company’s culture being too vague, time-consuming and complex or, if they do try and make a cultural change, they typically revisit the company’s values and clarify behavior expectations but they don’t actually change the system to support the desired behaviors. Such an approach is sure to fail.

How It Works

In the simulation, you are a leader in a complex chocolate manufacturer with multiple locations and business units, from kids candy to premium chocolates. The problem you’re facing is dramatically shrinking profits.

Also, an exciting innovation is emerging in the chocolate industry which has the potential to dramatically increase sales. But the question is: Can you and the other leaders in your organization work together to make tough decisions and capitalize on this financially lucrative opportunity. Representing four Business Departments, plus Research and Development and the Executive Team, the groups must rapidly craft recommendations to your Board about how to improve profits to save your company for short and long-term.

This fast-moving simulation provides the opportunity for groups to experience their own culture dynamics and gain insights into the behaviors and assumptions that are operating to support or diminish breakthrough performance gains. They also examine how the design of different elements of the organization ‘system’ influence culture. The result is a practical approach they can use to intentionally create the culture their department, business unit or organization needs to achieve its goals.

When To Use

The simulation is designed for leaders at all levels who are tasked with creating a high-performance culture. This includes executive teams, mid-level managers, project teams, culture champion networks, department, and business unit leaders, HR/OD teams and others. Use it as part of:

   ~ Leadership development programs and retreats

   ~ Department defectiveness initiatives

   ~ Culture change initiatives

   ~ Business transformation initiatives

   ~ M&A integration

   ~ Department amalgamations

Cultivate meaningful, professionally-rewarding interactions within your company via our Chocolate Factory Culture Change Simulation or please feel free give us a call today at (800) 976-1660 for more information or email us at

How You Can Improve Your Company’s Culture Today

How C-Suite Executives Can Begin to Change Their Company's Culture Today

Over the past decade, the business world has finally come around to acknowledging the importance of company culture. Businesses of all sizes are placing a premium on how their employees, managers, and executives communicate and experience their work. More importantly, businesses are examining how to improve this communication and culture.

Many companies, however, still fail to devote the time and resources necessary to create a strong and effective company culture. Why? Because they think it’s unnecessary, a meaningless intangible. “It won’t affect our bottom line,” they say. Only to realize later just how wrong they really were, and that a company’s culture has an enormous operational impact and can contribute significantly to improving work and elevating employee satisfaction.

C-Suite Executives

Here are 5 ways C-Suite executives can begin to change their company’s culture today.

What Is Company Culture?

Different people define company culture in their own, unique way. What all these definitions have in common, though, is dealing with why and how people do what they do within a business. It involves:

  •    Company Vision/Mission
  •     Behavioral Norms
  •     Systems
  •     Symbols
  •    Values
  •     Language
  •     Assumptions
  •     Beliefs/Ideology
  •     Habits

Any company serious about its culture needs to take the time to consider and define each of these components individually. This should be done sooner rather than later.

Company culture is not just for large, established corporations. It is, on the contrary, the most elementary part of any business. It lies deep within the bones of every company, and every company, whether they’re aware of it or not, has a culture. The most important thing to remember is that if you don’t define your company culture it will, invariably, define itself.

Company Culture

Assessing Your Company’s Culture

There are very few C-Suite executives who have taken the time to clearly define their company’s specific culture. Rather, they usually spend their time focusing on growth and the operational and day-to-day management of the company. That is okay. That is, after all, where C-suite executives should spend most of their time. But you must, at some point, take a step back and really assess your company’s culture before it escapes their grasp.

There are 10 components to consider when assessing your company’s culture, including:

  •     Agility
  •     Collaboration
  •     Direction
  •     Discipline
  •     Engagement
  •     External Focus
  •     Order
  •     Performance
  •     Risk
  •     Trust

Each of these plays an integral role in defining your company’s culture.

Know Your Company’s Values And Purpose

If your company has a reason for doing what it does, aside from simply making money, it’s important for employees to understand just what that reason is. People need a sense of purpose and meaning. So, if you can get employees to believe in your company’s mission and vision, they’ll work all the better and all the harder for you.

C-Suite executives need to understand and clearly define their company’s values. They need to know what the company stands for and they must be able to explain this to employees. A company’s values are critical to its culture. They must be actionable and, most importantly, they must be authentic.

The first step in creating a great company culture is understanding your business’s unique strengths and weaknesses. And the best way to do that is with our Culture-Strategy Fit Survey, give us a call at (905) 887-8783 to get started today.

The Business World’s Strongest Corporate Cultures

Company Culture

Your company’s culture is more than just your mission statement. It’s who you are, what you stand for, and, most importantly, why you do what you do. Every company, both big and small, has a culture. Some do it better than others. Here are five examples of brands with a positive company culture to show you how it’s done.


Zappos is almost always near the top of the list when it comes to ranking the greatest places to work and that is due in large part to its strong and efficient company culture. Tony Hsieh, the company’s founder, is considered a cultural guru in the business community. He’s even written a book on it. The strength of Zappos culture is due in large part to the value it’s executives place on it. To even get hired at the company you have to pass something called a “cultural fit interview,” which carries about half the weight of whether a particular candidate is hired.

Great Little Box Company

The Great Little Box Company personifies the system of merit-based rewards. Unlike many companies which, when people do a great job, offer only a pat on the back. The Great Little Box Company actually rewards people well for doing a great job. Once, for example, an employee at the company suggested they reposition a particular box cutter. He was right, and the suggestion paid off. The result? They rewarded him with a $2,000 bonus at the end of the quarter. If that doesn’t incentivize you, nothing will.

Positive Company Culture

Southwest Airlines

Most companies in the airline industry have famously grouchy employees. But not Southwest Airlines. Their company culture is so positive that it has actually become a competitive advantage. The employees are happier and so treat passengers better, which in turn leads to them having a stronger brand that people form loyal, long-term relationships with. Southwest Airlines has successfully convinced its employees of its overarching mission and managed to leverage that into a valuable asset.


Twitter is your classic, cool Silicon Valley company. The office is awesome. Employees get free meals, and the companies hosts tons of fun events and gatherings (including yoga classes) for people to participate in. Happy employees make effective employees. Being a software company, Twitter hires some very technically-oriented people. Many of them end up bonding at company outings and eventually becoming great friends.


Not only is Netflix an awesome product, it’s also a great place to work with a very strong culture. Rather than micromanaging employees via vacation policies, annual reviews, and task reports,  Netflix prides itself on setting clear expectations for its people and measuring input rather than output. Netflix, in other words, doesn’t necessarily care about the hours you put it, it cares about the work you put in during those hours. It’s a great place to work for ambitious, self-motivators.

Facilitate meaningful conversations within your company by using our culture cards or please feel free give us a call at (212) 960-8110 for a cultural consultation.