Does Your Business Suffer From These Cultural Dysfunctions?

  • Missed sales targets
  • Failed implementations
  • High costs, low profitability
  • Low customer satisfaction
  • Low employee engagement
  • High employee turnover
  • Low diversity & inclusion
  • No accountability
  • Ineffective strategy
  • No learning & innovation
  • Poor communication
  • Poor risk compliance

Ineffective Leadership

Most of the cultural dysfunctions listed above are the byproduct of ineffective leadership. If you want to change results, change culture. And if you want to change culture, strengthen leadership.

This mindset is an example of total accountability. Leadership cannot look beyond themselves for poor results. If your organization is missing sales targets, it’s your fault (not your sales manager’s and not the director of sales). If your customers aren’t happy, it’s your fault (not your customer service manager and not the director or vice president of customer satisfaction). How can this be? Simply, the leader is responsible for results.

Free World Class Learning

Subscribe to my free newsletter below and begin learning how to build a new culture both in yourself and in your business. This new culture of new thinking, new behaviors, and new accountability, will change your life and change your business.

    About Jared

    I’m an Oxford-trained professional who received my MBA from the Saïd Business School at the University of Oxford. There I studied strategy and innovation, finance and economics, organizational culture, change management, and leadership.

    I’ve worked for startups up to large organizations, from product manager, to director of global field operations, to managing director Asia-Pacific.

    I’ve designed and implemented effective models for:
    1. Growing organizational cultures of excellence that grows business and develops people
    2. Designing and implementing effective strategy for life and business
    3. Leading impactful change at the individual, team, and organization level
    4. Building leaders who are both moral and contextual
    5. Removing doubt and undermining beliefs and behaviors