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	<title>The Cultureship Blog</title>
	<link>http://blog.cultureship.com</link>
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		<title>Getting Down And Dirty With A Corporate Culture Smelling Of Roses</title>
		<description><![CDATA[Spending time with front line staff should be something all senior managers do.  Not all the time, obviously, but frequently, wholeheartedly and with good intentions.
Yes, there will be regular reports from managers about what is going on and the odd social gathering might even unearth a few additional rumours but in order to have a [...]]]></description>
		<link>http://blog.cultureship.com/?p=163</link>
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		<title>Teamwork? This is not the Corporate Culture we want!</title>
		<description><![CDATA[I’ve long thought that the concept of “teamwork” is poorly thought through and over-used in an unhelpful and uncritical way in a lot of leadership and management writing.
Obviously the idea of people working together in a common direction is beguilingly attractive but please let me explain why I have grave doubts.

It all became very clear [...]]]></description>
		<link>http://blog.cultureship.com/?p=159</link>
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		<title>Corporate Culture – I’ll just have a good one, please</title>
		<description><![CDATA[Yesterday evening I was trying to help one of a group of incredibly capable  postgraduates from Manchester Business  School who have been working with us to refine his research questions for the next assignment in his master’s programme.
Ab is from Kazakhstan. With his formidable intellect, drive and ambition, you suspect that one of his [...]]]></description>
		<link>http://blog.cultureship.com/?p=156</link>
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		<title>Corporate Culture Paralysis in the Public Sector</title>
		<description><![CDATA[Dangerously little is happening out there in the Public Sector.  Sure, the essentials continue – the trams are running and the bins are being emptied.
But person after person I contact is on accumulated leave, or out at meetings, or at a training session, or simply on voice mail………and emails themselves are going unanswered by the [...]]]></description>
		<link>http://blog.cultureship.com/?p=152</link>
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		<title>What Drives Us Is More Productive Than What Drives Me</title>
		<description><![CDATA[A Book Review of Daniel Pink’s DRIVE.
I’ve just got round to reading Daniel Pink’s book Drive, subtitled The Surprising Truth About What Motivates Us.
He identifies the key drivers to people doing better things (primarily at work) and feeling better about things as Autonomy, Mastery and Purpose.
Autonomy is having a strong degree of personal direction, Mastery [...]]]></description>
		<link>http://blog.cultureship.com/?p=147</link>
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		<title>Is it Hard? Is it Soft? No, it’s a Whole!</title>
		<description><![CDATA[- Any organisation is one thing. We must never forget that it is only our metaphors that make it seem many things.
I was at a seminar on Agile Business Processes at the Daresbury Innovation Campus yesterday. I like going to stuff there – the cross-fertilisation of people, ideas and subjects is hugely stimulating.
And yesterday’s session [...]]]></description>
		<link>http://blog.cultureship.com/?p=142</link>
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		<title>The Topline and the Bottomline of Great Corporate Culture</title>
		<description><![CDATA[- putting people at the heart of Human Resources 
I was talking to a group of senior HR practitioners the other day about what they see as the really important issues within organisations – and it was an interesting glimpse into how the “people” side is commonly framed.
We were discussing what the organisation needs to provide [...]]]></description>
		<link>http://blog.cultureship.com/?p=138</link>
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		<title>In our Souls, Minds &amp; Hearts</title>
		<description><![CDATA[-         Making Community Contribution &#038; Recognition come alive

I was trying to explain our way of Community Contribution &#038; Recognition to a group of people the other day.

By this we refer to what we see as the key dynamising force of a productively happy life – the need to be part of a productive social grouping, the need to be able to play one’s part (subject to generous welfare provision which recognises essential human worth), and the need to be recognised in multiple ways beyond the simply material.

CCR is best envisaged as a universal force – it operates in and outside of work places and organisations overlook its development and maintenance at their peril. Problems of a CCR deficit can rapidly move from being corporate culture dysfunction to threats to core sustainability.]]></description>
		<link>http://blog.cultureship.com/?p=130</link>
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		<title>It’s a growing Credit Curse for Business Ethics</title>
		<description><![CDATA[Yes, &#124;I’m talking about a Credit Curse, not The Credit Crunch.
&#8220;The Credit Crunch&#8221; has by this stage got something a historic, clichéd ring about it. It’s something to do with very big banks which either went bust, or didn&#8217;t quite &#8211; and were then bailed out by the taxpayer…..and then kept coming back for more.
It&#8217;s [...]]]></description>
		<link>http://blog.cultureship.com/?p=127</link>
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	<item>
		<title>The Things Dragons&#8217; Den Doesn&#8217;t Teach You</title>
		<description><![CDATA[I&#8217;m not actually a fan of Dragons&#8217; Den myself and this seems something of a heresy these days for someone as interested as I am in business growth. mongst other issues, I believe there is a fear of fostering a sense of an overly aggressive dynamic between investors and investees. This is how expectations of [...]]]></description>
		<link>http://blog.cultureship.com/?p=125</link>
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