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๐–๐ก๐š๐ญ ๐˜๐จ๐ฎ ๐€๐ฅ๐ฅ๐จ๐ฐ ๐–๐ข๐ฅ๐ฅ ๐‚๐จ๐ง๐ญ๐ข๐ง๐ฎ๐ž..

Organism does what an organism makes it successful. Behavior 101, what you allow, reward and accept, will continue. Distributive behaviors uninterrupted or addressed, will be perceived as accepted and approved. Thereafter, they will evolve and become weaved into the culture. And suddenly, you are looking at the DNA of the organization's culture - you don't know where to start with, where the malfunction is stemming from, and to what extent the unattended to dysfunctional leak has caused a cleft and damage.

To put it simply the cultural intelligence of an organization will determine:

  1. Employees' wellness and morale.

  2. The seamlessness of the operation.

  3. Hence, profitability and success.

  4. And will reflect on the customer service.

Everything must be attended to from the [inside] out.


We behaviorally, walk into a room, office, organization, and we take mental notes and observation of what is said, done, allowed, tolerated and what is not.ย 

Hence, the best way to encourage cultural intelligence is by equipping leaders first and foremost. Then, taking a deep dive into consolidation and transferring that knowledge to mid-management and equipping new managers with leadership training so that they don't become repellent for the new hires. And the new hires from their end will get to absorb and witness first hand their managers walking the walk instead of talking the talk.ย 

๐‚๐ก๐š๐ง๐ ๐žย 

Constructive change is the job of every mid-manager, supervisor, team-member and not just HR. Your role as a leader is to encourage your team to address, with a solution-oriented mindset, unproductive behaviors and brainstorm means to substitute them with productive ways.ย 

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