The Best Measurement of Culture is How Happy People Are with Colin D Ellis

Ripple Intent - Conversations with Everyday Heroes Who Create Ripples of Lasting Change

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In this episode of the Ripple Intent Podcast, hosts Kyle and Jon are joined by Colin Ellis, a self described optimistic realist, an expert in organizational culture, and author of several books. They discuss the importance of building a strong culture within organizations and the four steps to creating a successful culture. The conversation highlights the need for intention and commitment from leaders, knowledge and understanding of culture among middle managers, the importance of communication and collaboration, and the measurement of culture's impact. In this conversation, Colin Ellis discusses the importance of culture in organizations and provides practical steps to improve and measure culture. He emphasizes the need for middle managers to have the knowledge and skills to create a positive culture. Ellis outlines four steps to take: understanding the current culture, creating a vision and values, putting them into action, and measuring the impact. Colin also addresses the disconnection between culture and engagement and offers insights on how to influence change in toxic cultures. His energy, approach, practical tools, and more energy make this a highly entertaining, insightful, and fun episode!
https://www.colindellis.com/
LinkedIn - Colin Ellis
Takeaways

• Building a strong culture requires intention and commitment from leaders.
• Middle managers play a crucial role in shaping and maintaining culture.
• Effective communication and collaboration are essential for a healthy culture.
• Measuring the impact of culture is important for continuous improvement. Middle managers need the knowledge and skills to create a positive culture.
• Understanding the current culture, creating a vision and values, putting them into action, and measuring the impact are crucial steps in improving culture.
• Measuring employee happiness, engagement, sales, attrition rate, performance management, and quality defects can demonstrate the value of working on culture.
• Toxic cultures often form when poor behaviors are tolerated and not addressed by the organization.
• Influencing change in toxic cultures requires starting with small actions and being a role model for positive behaviors.

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