The Culture Key To Organizational Success

As I continue to learn more about organizational success strategies, I am coming to understand that the underlying culture of the organization is so very fundamental to its success.

I believe this is especially the case in terms of three critical competency areas:

– Communication – needs to be timely, constructive, multi-directional, and with emotional intelligence.

– Trust – must be be based on honesty and integrity including consistently supporting the success of everyone professionally and as a organization. 

– Collaboration – must be be anchored in respecting, valuing, empowering, and rewarding each and every person for their views and the contributions, both individually and as team members, and in treating diversity and collaboration, as a true force-multiplier. 

If any of these elements are missing or broken then it does not seem to me that the organization will be able to be successful for the long term.

Organizational success is built on ingredients that strengthen the ties of leadership and individuals and that foster contribution as individuals and as team members. 

No amount of smart, innovative, and even hard work, in my mind, will make up for shortfalls in these critical organizational success factors. 

So when planning for organizational success, make sure to build these in from the get-go. 

(Source Photo: Andy Blumenthal)


From My Cats To Yours

My Cats.jpeg

Diversity is a very beautiful thing.

Whether you’re an orange, red, or green cat.

It doesn’t matter–you are a cat!

All cats gotta get along. 

Might does not make a right in any catfight.

But brotherhood of cats does us all good. 

Does every cat need to stand up for it’s daily food?

Sure, but there is more than enough catfood and nip to go around. 

I like to be in a great cat sea purring and frolicking all day long.

Live and let live–and love–all cats and dogs and people and others!

And from the great Martin Luther King Jr. 

“We must learn to live together as brothers 


perish together as fools.”

Shabbat shalom and happy Labor Day holiday weekend!

(Source Photo: Andy Blumenthal)

Left and Right Unite


So I saw on Facebook, an image of an old, wise, Native American Indian.

And over the image, it reads:

“The left wing and the right wing belong to the same bird.”

That is pretty darn smart–and one of the best things I heard all week!

To many extremist people out there, they seem to have been forgetting this lately.

Also, the agitators don’t seem to let up–does it matter if it’s conspiracy theories or fake news–if it gets the bird in the net for clip-clip.

In an effort to “resist”–or perhaps utterly destroy the opposition–we have put politics above the National interest. 

Yes, politics matter–issues matter–people matter. 

But can the bird fly with only one wing?

Sure, we need to speak up when we see something wrong or that we don’t agree with.

But we also need to discuss, negotiate, and compromise–for Pete’s sake, work together to make the bird stronger and fly further and faster–rather than kill the bird itself. 

Our competitors and enemies have arrows pointed at and are shooting them at our American Eagle.

Will we give them the advantage as we self-destruct with loathing for one another? 😉

(Source Photo: Andy Blumenthal)

It Takes A Village


I wanted to share some good tidbits about effective management, collaboration, and engagement that I heard this week at a Partnership for Public Service event.

It Takes A Village – No I don’t mean the book by Hillary Clinton, but rather the idea that no one person is an island and no one can do everything themselves. Rather, we need the strengths and insights that others have to offer; we need teamwork; we need each other!

2-Way Communication – Traditionally, organizations communicate from the top-down or center to the periphery (depending how you look at it).  But that doesn’t build buy-in and ownership. To do that, we need to have 2-way communication, people’s active participation in the process, and genuine employee engagement.

Get Out Of The Way –  We (generally) don’t need to tell people how to do their jobs, but rather develop the vision for what success looks like and then get out of the way of your managers and people. “Make managers manage and let managers manage” and similarly, I would say, hold people accountable but let people work and breath!

Things Change – While it’s important to have consistency, momentum, and stay the course, you also need to be agile as the facts on the ground change.  “Disregard what’s not working, and embrace what is.” But you must stay open to new ideas and ways of doing things.

This is our world of work–our village–and either everyone helps and gets onboard the train or they risk getting run over by it. 😉

(Source Photo: Andy Blumenthal)

What’s With All The Finger-pointing


Have you ever seen someone point fingers at the next guy/gal (a classmate, neighbor, co-worker, or even family and friends)?

It’s the blame game, the one-upmanship, the I’m golden and your mud way of doing business–can you really push that knife in any further?

And whatever finger your pointing, frankly it might as well be your middle finger in terms of the message you are sending. 

The old saying is that when you point fingers at others, there are three fingers pointing back at you–try it with your hand now and see what I mean.

Getting the job done–means working collaboratively and cohesively–we all contribute from our unique perspectives and skills sets. 

It’s synergy where the whole is greater than the sum of the parts, rather than I think I’ll take all the darn credit–hey, I really do deserve it (in my own mind anyway)! 

Really, it’s not who did what to whom, but who helped whom and giving credit amply all around.

Ultimately, when we work together, we are strong, and when we point fingers at each other, it’s because we are weak, and we are weakening our relationships and the organization. 

The only time to point a finger, for real, is when you are gesturing to the Heaven, where all blessings come and from whom we are all created in His image. 

Otherwise, keep your fingers to yourself unless your fixing something that’s broke. 😉

(Source Photo: Andy Blumenthal)

Manage As A Mensch


So I was watching Shark Tank and they gave an update on how one of the products, “Mensch on a Bench,” is doing.

It’s selling in Bed, Bath, and Beyond and has exceeded 100,000 units already!

Aside from the doll and book, they are working on Mensch apps, activity kits, and candy bars. 

The founder said, “It is hilarious and heartwarming to see all the different ways that families can incorporate Mensches into their lives.”

This got me thinking about how being a mensch can also be incorporated into being a great manager!

– Treating people decently and fairly

– Empowering them to do their jobs well

– Empathizing with them as human beings

– Appreciating the power of diversity

– Respecting everyone and their points of view

– Recognizing and rewarding a job well done

Unfortunately, there are too many bad bosses out there that micromanage and abuse their people. 

They are arbitrary and dictatorial and never ask what anyone else thinks; they dump the work on their people, but don’t lend a hand; they steal their ideas and take credit for their work; on top of it, they might even then stab them in the back when they’re not looking; ah, forget about showing any sort of appreciation or kindness–it’s dog eat dog. 

Hence, being a mensch first is a management must!

Think about people, not as a means to an end, but as an end unto themselves–they are souls interacting with your soul. 

Kindness, compassion, empathy…but keep your eyes on the important work and mission you are doing.

Get it done together, as a team, collaboratively, and with everyone contributing towards the endgame. 

(Live and) manage as a mensch! 😉

(Source Photo: here with attribution to Bed, Bath, and Beyond)

Measured {Leadership + Management} + Staff = Success!

Tug Of War

So I heard from a colleague this week an argument about:

Too much leadership dilutes good management. 

AND [similarly]

Too much management dilutes good leadership.

What is this a tug of war (without the showy skirts please!)?


Can you ever have too much of a good thing? 

Typically, leaders provide the vision and managers the execution.

I don’t see how it is really possible to have one without the other and have anything useful at the end of the day.

A vision without delivered execution is just another big idea.


Execution without a meaningful vision is just chasing your tail.

Too much leadership with grandiose vision after vision overwhelms the ability to manage a successful execution.

Too much management of the devils-in-the-details and even the best leadership vision isn’t going to see the light of day.

So the conclusion:

Great leaders need to set the goal posts high but doable and then get out of the way so that talented managers can make sure to get the job done and done right.

And don’t forget that it’s a diverse and skilled staff that actually does the heavy lifting and need to be respected and appreciated.

Tug of war over! 😉

(Source Photo: here with attribution to Jamie McCaffrey)