cultural change


Creating an empowered and efficient team

A few months ago, I read an article in the Wall Street Journal titled “How Bosses Waste Their Employees’ Time.” The author, Robert I. Sutton, is a professor of organizational behavior at the Stanford University Graduate School of Business and the article is largely based on the research that Sutton and his colleague, Hayagreeva Rao, […]


Is working 9 to 5 really for losers?

I recently read an interesting article in the New York Times entitled In Silicon Valley, 9-5 Is for Losers. The gist of the article is that the high-tech culture in Silicon Valley values extreme work hours in order to potentially make a lot of money over all other values. As the article points out, even […]


The science of human and organizational change

A recent article in the Wall Street Journal caught my eye. The article, “Why Digital Transformations Are Hard,” is based on an interview with Bernard Tyson, Chairman and CEO of Kaiser Permanente, and Jeanne Ross from MIT. The article describes Kaiser’s efforts to digitize the company. The first question – “What was your biggest challenge?” […]


Ignorance + arrogance = failure

One of our ongoing observations of corporate leadership is that many leaders are both ignorant of the real conditions of the organization and/or the opportunities for improvement within the organization, and they’re very arrogant in that they think they know what’s  going on. We’re in the midst of several programs involving companies entering, or trying […]


Monique Sternin at TEDx MidAtlantic

By William Seidman Positive deviance is a core component of our approach to organizational change. In a previous blog post, “Introducing the Positive Deviant,” we explained the genesis of the term and how three social scientists (Richard Pascale, Gerry Sternin and Monique Sternin) coined the term after identifying people in Vietnam who deviated positively from […]


How to help dysfunctional executive teams

By William Seidman I’ve spent most of the last 15 years helping to create high performing organizations, including reforming meeting cultures. The key to making meetings more productive is to change the underlying organizational culture of distrust and dysfunction by collectively developing a powerful, effective purpose for the organization. I don’t mean lame mission statements, […]


Identify your Star Performers

By William Seidman It may not sound like a difficult task, but it’s important to consciously and effectively identify the people at your workplace who are consistently and exceptionally good at their jobs, passionate about their work and always on the ball. These are what we call ‘Star Performers,’ though in the past they have […]


Scalable methodologies: The Star Factor

By William Seidman It’s relatively easy to teach new affirmative leadership techniques to small groups of people – six is no big deal, a dozen, still not a problem, but once you start to get to larger numbers, it gets difficult to scale the learning experiences effectively, especially in companies that are distributed globally, across […]


Q. are c-level meetings doomed to be dull? (A. no)

By William Seidman Peter Bregman has written a provocative piece on dysfunction in executive teams, and ways to remedy that dysfunction. His description of executives spending most of their time doing (or ignoring) presentations is right on. Far too many executive (and other meetings) are used for updating that could be done much more efficiently. […]