I have worked for organizations where there were good leaders and organizations where there were bad leaders. I have seen the effects of the “lobster” culture within some organizations. Are the effects as dramatic as Anderson asserts?
Posts by Christopher Madge:
Laura and I recently watched The Internship starring Vince Vaughn and Owen Wilson. The portrayed culture intrigued me. I remember reading several articles that described similar things about the Google culture.
The questions that I am currently mulling over is: What kind of company would I like to work for? What culture would I most engage with and produce my best work? If I had carte blanche to make whatever changes I wanted in my current organization what kind of changes would I make? and why?
A classmate of mine (Kevan Gilbert) in university once said about the firm that he works for:
It’s like Domain7 actually wants me to be me, instead of trying to squash me into an employee-shaped role. And I think that means clients get much better work from all of us, than from a typical agency. (http://domain7.com/us/kevan-gilbert)
Kevan describes a culture where he feels he can be himself and produce his best work. A boilerplate HR policy obviously does not create this kind of culture but is this only possible in firms under 50 employees?
Free food and a roller rink are not the answer.. Or are they? I think the answer is the fact that google has put considerable research into what employees are looking for. They have created a place where employees want to be. Is your organization a place where people want to be/work? If yes what makes it so? If not, what changes would you make to make it a place that people want to be/work?
Or does it matter?