Want to win "The Corporate Culture Survival Guide"?

The Corporate Culture Survival Guide
Enter on the website for a chance to win this book! Honest! We have a strong culture of honesty and integrity around here...

Written by Edgar H. Schein, this book is a great guide to a deep examination of organizational culture and how to really understand it, before changing it.

In my work as a change management consultant, I often find that leaders wish for a different corporate culture. Well the truth is that they don’t even understand the one that they have currently, and are even less sure about what they want it to be like in the future! Yet some of today’s best-performing businesses and best places to work have strong corporate cultures (think Zappos) that are key to their success in dollars and cents, but also in terms of recruitment and retention of talented and high-performing employees.

I’ll quote from the opening of Part One to give you a taste of what this book is about:

In order to manage culture, you must understand what culture is, what content culture covers, and how to assess it. It is dangerous to oversimplify this concept because of the illusion that one is managing culture when one is, in face, managing only a manifestation of culture and, therefore, not achieving one’s change goals.

Intrigued?

Here’s how to win a copy of this book:

1. Post a comment on this blog (not on FacebookLinked InTwitter or anywhere else – though you are certainly welcome to follow the links to connect with me there as well) sharing what interests you about this book.

2. Please post your comment within 10 days of the publication date of this post.

3. If there are at least 5 comments on this blog, then I will randomly draw a name and contact the winner behind the scenes. I’m setting 5 as sort of an arbitrary number at this point. In the past, I’ve given things away and only had one or two people express interest. These are all great books and I’m covering shipping costs, so I hope to open this up to lots of interested people. These must be comments from people who want to win the book – general replies don’t count, and comments from me don’t count. Just in case you were wondering…

4. If there are not at least 5 comments, then the book goes back to the bottom of the pile and will be in the contest again later down the road.

Please feel free to spread the word and share the link. Clearly, the best way to stay in touch with this give-away is to subscribe via email or RSS, but I leave that up to you.

And by the way, your email will never be shared, sold or otherwise given out for any purposes other than for me to contact you about this give-away. Heck – I wouldn’t even know how to sell it to someone else!

Earlier books still up for the give-away include Make Their Day (which has a deadline for comments of today – April 4th – and without 5 entries, it will go back to the bottom of the pile for another time) and Good Boss, Bad Boss. Visit those posts to make your comment and enter!

 

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Lisa Sansom

Lisa Sansom has her MBA from the Rotman School of Management, and over two decades of experience in teaching and training. Her years of work in the organizational development field have included projects on change management, employee engagement, leadership development, team coaching and employer of choice strategies.

Reader Interactions

Comments

  1. Rich Deakin says

    Kotter suggests that culture cannot be changed as part of a change program, and has to be changed at the end of a change program as a result of the program itself. Hmm. I’ll be reading this book for sure, and I’m interested in the view that the author brings to the table. My personal experience has been that the culture gets changed incrementally through the change program as beliefs, priorities, values and urgency is altered. However, only of those changes remai in place at the end of the program has the culture been changed, and even then there remains for some time, the risk of slippage back to “the old ways”.

    A very interesting subject for change leaders and managers.

  2. Jessica Colman says

    Building a positive corporate culture fascinates me. I’d love to learn more about corporate culture, and might have to buy this book even if I don’t win it! 🙂

  3. Sheila says

    This sounds like a very interesting read. I feel like I’m always trying to avoid Politics within organizations but sometimes you just aren’t able to. Hopefully I can learn more about adapting to corporate culture by reading this book. Thanks!

  4. Patricia Zito says

    I like and respect Edgar Schein’s work. His ‘Process Consultation’ book really helped me when I was first facing the transition from teacher/trainer to process facilitator & internal consultant. I was overwhelmed at the prospect of not only providing the intervention the client wanted, but also factoring in what he didn’t know he wanted i.e. the current climate or culture that would either make or break any proposed change. His book offered a reassuring message and some practical tools for the corporate consultant. I didn’t think he was still writing but would be very interested in reading his take on the current corporate culture –always a fascinating topic and it is the dynamic undercurrent of every organization. As Lisa mentions, leaders always seem to blame the corporate culture for their problems, but only they only seem to understand one layer of the onion.

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