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	<title>The Cultureship Blog</title>
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		<title>It&#8217;s The Way You Tell Them</title>
		<link>http://blog.cultureship.com/story</link>
		<comments>http://blog.cultureship.com/story#comments</comments>
		<pubDate>Fri, 12 Nov 2010 17:22:36 +0000</pubDate>
		<dc:creator>Malcolm Evans</dc:creator>
				<category><![CDATA[Cultureship Blogs]]></category>

		<guid isPermaLink="false">http://blog.cultureship.com/?p=173</guid>
		<description><![CDATA[We went to Liverpool on the train this morning and, when we got to the Chamber, Martin King told us stories. In his South London, taxi-driveresque accent, he took us all around the Tulse Hill, Norwood and Dulwich stomping grounds of his youth. He also told us classic morality tales and fables packed with riddles, [...]]]></description>
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		<slash:comments>4</slash:comments>
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		<title>Innovation doesn’t always need big bucks – just big ideas</title>
		<link>http://blog.cultureship.com/innovation-big-ideas</link>
		<comments>http://blog.cultureship.com/innovation-big-ideas#comments</comments>
		<pubDate>Thu, 30 Sep 2010 15:46:12 +0000</pubDate>
		<dc:creator>Madeleine Jarvis</dc:creator>
				<category><![CDATA[Cultureship Blogs]]></category>

		<guid isPermaLink="false">http://blog.cultureship.com/?p=166</guid>
		<description><![CDATA[Last night Manchester Knowledge Capital hosted an event at Innospace on innovation – the presenter was Michael Cusumano from MIT.  Michael presented the six enduring features of innovation – all of which can be found in his latest book, Staying Power.  The talk was interesting, engaging and stemmed from many years of research into some [...]]]></description>
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		<slash:comments>4</slash:comments>
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		<title>Getting Down And Dirty With A Corporate Culture Smelling Of Roses</title>
		<link>http://blog.cultureship.com/getting-down-and-dirty-with-a-corporate-culture-smelling-of-roses</link>
		<comments>http://blog.cultureship.com/getting-down-and-dirty-with-a-corporate-culture-smelling-of-roses#comments</comments>
		<pubDate>Fri, 13 Aug 2010 16:31:09 +0000</pubDate>
		<dc:creator>Madeleine Jarvis</dc:creator>
				<category><![CDATA[Cultureship Blogs]]></category>

		<guid isPermaLink="false">http://blog.cultureship.com/?p=163</guid>
		<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 [...]]]></description>
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		<slash:comments>1</slash:comments>
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		<title>Teamwork? This is not the Corporate Culture we want!</title>
		<link>http://blog.cultureship.com/teamwork-this-is-not-the-corporate-culture-we-want</link>
		<comments>http://blog.cultureship.com/teamwork-this-is-not-the-corporate-culture-we-want#comments</comments>
		<pubDate>Mon, 09 Aug 2010 13:08:35 +0000</pubDate>
		<dc:creator>Malcolm Evans</dc:creator>
				<category><![CDATA[Cultureship Blogs]]></category>

		<guid isPermaLink="false">http://blog.cultureship.com/?p=159</guid>
		<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 [...]]]></description>
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		<slash:comments>0</slash:comments>
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		<title>Corporate Culture – I’ll just have a good one, please</title>
		<link>http://blog.cultureship.com/corporate-culture-%e2%80%93-i%e2%80%99ll-just-have-a-good-one-please</link>
		<comments>http://blog.cultureship.com/corporate-culture-%e2%80%93-i%e2%80%99ll-just-have-a-good-one-please#comments</comments>
		<pubDate>Tue, 20 Jul 2010 09:17:57 +0000</pubDate>
		<dc:creator>Madeleine Jarvis</dc:creator>
				<category><![CDATA[Cultureship Blogs]]></category>

		<guid isPermaLink="false">http://blog.cultureship.com/?p=156</guid>
		<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>
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		<slash:comments>0</slash:comments>
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		<title>Corporate Culture Paralysis in the Public Sector</title>
		<link>http://blog.cultureship.com/corporate-culture-paralysis-in-the-public-sector</link>
		<comments>http://blog.cultureship.com/corporate-culture-paralysis-in-the-public-sector#comments</comments>
		<pubDate>Wed, 14 Jul 2010 10:24:21 +0000</pubDate>
		<dc:creator>Malcolm Evans</dc:creator>
				<category><![CDATA[Cultureship Blogs]]></category>

		<guid isPermaLink="false">http://blog.cultureship.com/?p=152</guid>
		<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 [...]]]></description>
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		<slash:comments>0</slash:comments>
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		<title>What Drives Us Is More Productive Than What Drives Me</title>
		<link>http://blog.cultureship.com/what-drives-us-is-more-productive-than-what-drives-me</link>
		<comments>http://blog.cultureship.com/what-drives-us-is-more-productive-than-what-drives-me#comments</comments>
		<pubDate>Fri, 09 Jul 2010 11:21:31 +0000</pubDate>
		<dc:creator>Malcolm Evans</dc:creator>
				<category><![CDATA[Cultureship Blogs]]></category>

		<guid isPermaLink="false">http://blog.cultureship.com/?p=147</guid>
		<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 [...]]]></description>
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		<title>Is it Hard? Is it Soft? No, it’s a Whole!</title>
		<link>http://blog.cultureship.com/is-it-hard-is-it-soft-no-it%e2%80%99s-a-whole</link>
		<comments>http://blog.cultureship.com/is-it-hard-is-it-soft-no-it%e2%80%99s-a-whole#comments</comments>
		<pubDate>Thu, 26 Nov 2009 18:11:01 +0000</pubDate>
		<dc:creator>Malcolm Evans</dc:creator>
				<category><![CDATA[Research Blogs]]></category>
		<category><![CDATA[corporate culture]]></category>
		<category><![CDATA[reductionism]]></category>

		<guid isPermaLink="false">http://blog.cultureship.com/?p=142</guid>
		<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 [...]]]></description>
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		<slash:comments>2</slash:comments>
		</item>
		<item>
		<title>The Topline and the Bottomline of Great Corporate Culture</title>
		<link>http://blog.cultureship.com/the-topline-and-the-bottomline-of-great-corporate-culture</link>
		<comments>http://blog.cultureship.com/the-topline-and-the-bottomline-of-great-corporate-culture#comments</comments>
		<pubDate>Sun, 22 Nov 2009 14:18:53 +0000</pubDate>
		<dc:creator>Malcolm Evans</dc:creator>
				<category><![CDATA[Cultureship Blogs]]></category>
		<category><![CDATA[corporate culture]]></category>
		<category><![CDATA[human resources]]></category>

		<guid isPermaLink="false">http://blog.cultureship.com/?p=138</guid>
		<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 [...]]]></description>
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		<slash:comments>0</slash:comments>
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		<item>
		<title>In our Souls, Minds &amp; Hearts</title>
		<link>http://blog.cultureship.com/in-our-souls-minds-hearts</link>
		<comments>http://blog.cultureship.com/in-our-souls-minds-hearts#comments</comments>
		<pubDate>Sat, 07 Nov 2009 14:47:03 +0000</pubDate>
		<dc:creator>Malcolm Evans</dc:creator>
				<category><![CDATA[Research Blogs]]></category>
		<category><![CDATA[corporate culture]]></category>
		<category><![CDATA[humanism]]></category>
		<category><![CDATA[neopragmatism]]></category>

		<guid isPermaLink="false">http://blog.cultureship.com/?p=130</guid>
		<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>
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