There are thousands of self-help books devoted to corporate culture and management/leadership development.  As with the tens of thousands of self-help books and millions of blogs on the internet, a very low percentage of the information contained in these entries is ever acted upon.  So what makes these “corporate culture self-help” articles different enough to create quantifiable improvements in your business?


Many people who do take action from the information in a self-help book read only the summaries at the end of each chapter of the book. They don’t get lost in the hundreds of pages prefacing those summaries because, in most cases, the summary is enough. In these articles and blog entries, we have done the work for you. Think of these articles as the summary at the end of each chapter.  You can focus on the essential message of each chapter and save yourself more time to put each principle into practice without having to sift through the thousands of words and background content.


Each of these blog entries deal with only the key items in the order of priority and they attach the proper priority to each subject.  Many books and blogs discuss everything under the sun that could relate to the theme of the book without ever attaching the proper weight to the individual items.  Accordingly, the top priority items get lost and diluted in the midst of all of the less relevant ones.  As with many things in life:

  1. Keep it simple
  2. Less is more


The articles enclosed define corporate culture in a way that allows the reader to objectively measure it.  The measurement methods contained in these articles provides indisputable reasons as to the bottom line importance of great corporate culture.  With this objectivity and a clear-cut relation to tangible corporate results, we take the image of corporate culture out of the shadows of “it sounds good but does it really benefit me” and show why it should be the top priority of any CEO or manager.


Finally, we will discuss the concept of behaviour change in layman’s terms.  As a  manager, if you properly understands behaviour change and the role it plays in personal development, then you are better equipped to create an effective development plan for both yourself and your subordinates.  Without this understanding, behaviour change is extremely difficult to develop and implement successfully.

The above 4 characteristics of these articles will significantly increase the probability that the reader will use their content to improve his/her performance and that is our passion for writing them.  If you use even only one point from these articles successfully, then our objective has been accomplished.  Naturally, we hope you use more.