A blame culture manifests when employees pass responsibility to others for mistakes or lack of accountability. Blame cultures reinforce themselves when managers blame direct reports
There is a lot we can get wrong about culture mapping. We define culture mapping for organizational change as the process that establishes the specific steps needed to change the culture of an organization to bring about improvements in employee behavior and productivity in a positive way. Here is what we got wrong about Culture Mapping and what we can do about it.
The response from the world to COVID-19 has led to the greatest organizational transition of our times. Social distancing is the new normal and we
The Chief Executive Officer or CEO is the spearhead, the brains, and the driving force behind the entire operation – and typically make the most
Times of crisis elicit the very best and very worst of human behavior, and the medical world is not immune to this dichotomy. Healthcare workers
Many underestimate the importance of personal connection- and especially how difficult and complicated it can be for most people to practice. Humans are emotional beings,
Hubristic leaders, characterized by excessive pride, lack of agility, and overconfidence, can harm organizations. Their destructive decision-making and breakdowns in communication are crucial issues that
Businesses can operate without a strong positive workplace culture, but only a strong cultural spirit adds value to operations and business futures.
Businesses can operate without a strong positive workplace culture, but only a strong cultural spirit adds value to operations and business futures.
Feedback is a part of every workplace and a common tool for individual improvement, however the concept of feed-forward brings a much more forward thinking
Organizational change often fails, not because of poor ideas, but because of emotional resistance and misalignment. At Louis Carter, we help you tackle the human side of change head-on. From silos to fear of the unknown, we identify what truly holds your team back and replace resistance with purpose. Our proven methodology empowers leaders to create emotionally connected, high-performing workplaces where change isn’t feared, it’s embraced.
Original Post from X: Louis Carter (@louislcarter)Thank you @brucerosenstein and @ShanthaRMohan for sharing this. Frances remains often on my mind for the profound influence she had on my work at Most Loved Workplace (@LovedWorkplace), and
Lately, headlines are sounding the alarm about “AI sabotage” — employees allegedly undermining their company’s artificial intelligence initiatives out of fear of being replaced. But let’s be clear: the real story isn’t sabotage. It’s a
Research consistently links inclusive leadership to organizational strength. Studies from Deloitte and Harvard Business Review indicate that authentic support for LGBTQ+ inclusion—beyond policy—drives measurable outcomes. There is a marked difference in organizational stance and outcomes
I used to wear exhaustion like a badge of honor. Long hours? Relentless pressure? Just part of being a “strong leader.” Then neuroscience hit me with hard truth. Chronic stress shrinks the prefrontal cortex, the
The corner office has become a pressure cooker. Behind polished LinkedIn posts and earnings calls, a silent epidemic is brewing: 78% of executives report chronic exhaustion, while 65% hide panic attacks before board meetings (Harvard
They’re smiling. They’re still showing up. But inside, they’re crumbling. That’s the image of many leaders today—burned out, isolated, yet afraid to say it. They’ve been taught that strength means silence, that resilience means hiding
Despite what the best performer or some overzealous employee would say, burnout is no badge of honor. It is, in every sense of the word, a red flag. Yet, 72% of CEOs admit they’ve pushed
In my own conversations as a coach and founder of Most Loved Workplace®, I see the same pattern: too many people feel emotionally disconnected from their jobs. They show up physically but have checked out
In today’s competitive landscape, many organizations still strive to be “liked.” They invest in friendly cultures, flexibility, and traditional engagement initiatives. But the hard truth? Being merely liked no longer drives loyalty, performance, or retention
By Louis Carter, Founder & CEO of Most Loved Workplace® I had just finished a particularly difficult call with a Fortune 500 CHRO when the truth hit me like a freight train. “Louis, we’ve tried
