Author: Jamie Notter

Jamie is an author and culture consultant at Human Workplaces who uses culture analytics and customized consulting to drive growth, innovation, and engagement for organizations around the world. He brings 25 years of experience in conflict resolution, generational differences and culture change to his work with leaders leveraging the power of culture. The author of two books — "When Millennials Take Over" and "Humanize" — Jamie has a Master’s in conflict resolution from George Mason and a certificate in OD from Georgetown, where he serves as adjunct faculty.

Apr
11

MAKING SENSE OF YOUR CULTURE

Culture change, innovation, and experimentation are all hot topics. But before you go about making changes, you need to have a good grasp on what your culture truly is, not simply what you think it is. As a culture consultant, I encounter a lot of confusion around this topic. What is culture anyway? In a previous article, I’ve defined it to […]

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Aug
13

How to Lay the Foundation for Culture Change

Culture change is not rocket science. Conventional wisdom may say that it is hard, that it is undefinable, or that it takes many years to accomplish, but I disagree. People participate in culture change all the time—they just don’t realize that’s what they’re doing. My business partner, Maddie Grant, and I have been doing change work […]

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Jan
23

3 Tips for Managing External Collaboration

If you want to build a culture that values collaboration, you can’t ONLY focus on cross-functional teamwork and breaking down silos. You have to take a look at how you collaborate outside your own association as well. This includes vendors, partners, and related organizations, ranging from your Foundation that shares your staff, to chapters/components, even […]

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Jan
18

How to Encourage Collaboration Among Your Team

As I pointed out in my previous post, collaboration can sometimes be seen as “interference.” It can be perceived as distracting to someone who is already focused on “their” piece of the work. So if you’re a leader and you see this happening—but know that collaboration is critical to your success—you might consider forcing it […]

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Jan
09

The Dark Side of Collaboration

If I had to pick ONE single “core value” that I thought would be mostly likely to show up on an association’s core value list, “Collaboration” would be at least towards the top of my list. I mean, who doesn’t like collaboration, right? Well, I lead a senior management retreat for a client one time, […]

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Jan
02

What Does Your Annual Meeting Say About Your Culture?

In the association world, we tend to think of our annual meeting in terms of what it delivers to the members. It is typically a crown jewel type of program—that part of our annual calendar where it’s all hands on deck because a large number of our members get a LOT of their networking and […]

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Dec
19

The Link Between Office Design and Culture

Several years ago I saw a presentation from an association CEO who had recently redesigned their office space. He started by talking about the core values of the organization, which included one on “Having Fun” (or something of that sort). This was a place that viewed fun as an integral part of getting their work […]

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Dec
14

Redefining Dress for Success

Whether or not you have a written policy about it, all organizations have a dress code. It’s a part of your culture—the kinds of clothing that you are expected to wear (or not wear) actually says something about what is valued internally at the organization. But honestly, I don’t think most organizations realize this. They […]

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Dec
05

How to Hire Your Next Rockstar Employee

Most of us think we know the best way to hire someone, and it looks roughly like this. First, you post a job opening with a brief description of responsibilities and expected level of experience, and then you sift through paper resumes and cover letters and prioritize the candidates (okay, LinkedIn is probably involved these […]

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Nov
22

An Employee Forever or a Temporary Tour?

I hear a LOT of leaders concerned about the fact that their new Millennial employees don’t seem to stay around very long. They’re “job-hoppers.” We invest in them, and then they leave. While I understand the general concern, there are a couple of really important flaws with this kind of thinking. First of all, the […]

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