Why CEOs Need to Measure Organizational Behavior

As a CEO of a service-based company, you know the heart of any service-based industry is its people. In organizations like yours, your workforce is not just a means to an end – but the core of your value proposition. This highlights the importance of making behavior within your organization a key area of focus, which is where the study and measurement of Organizational Behavior (OB) becomes crucial.

What is Organizational Behavior (OB)?

Organizational behavior is essentially the examination of individual and group behavior within an organization’s framework. An expansive field, OB encompasses various areas including leadership, teamwork, individual performance, change management, and motivation.

Why Should You Care About It?

  1. Employee Productivity and Efficiency: By measuring organizational behavior, you can access invaluable insights into how employees work and collaborate, and how their behavior impacts their productivity and efficiency. This measurement can help identify factors that boost or hamper productivity, thereby shaping strategies to improve overall output.
  2. Employee Satisfaction and Retention: Organizational behavior provides key metrics in assessing job satisfaction, which directly impacts employee retention. Understanding what motivates your staff, what their needs are, and how they react to change within the workplace all contribute to their job satisfaction and longevity with the company.
  3. Cultural Alignment: Measuring organizational behavior aids in understanding how well your employees align with your corporate culture. By identifying gaps and inconsistencies, you can develop interventions to promote a cohesive and positive work environment, enhancing employee engagement and loyalty.
  4. Effective Leadership: A clear insight into organizational behavior aids leaders in honing their leadership styles to match the needs and dynamics of their teams. It promotes empathetic leadership, fostering a transparent and trustworthy work environment.
  5. Change Management: Any change within an organization is met with resistance. However, understanding the behavior of your employees can significantly assist in designing effective change management strategies. This results in smoother transitions with less impact on productivity and morale.

How Do You Measure Organizational Behavior?

  • Topical staff surveys
  • Performance reviews
  • 360-degree feedback mechanisms
  • Training programs pre-and-post survey
  • Focus groups
  • One-on-one interviews

Moreover, with advancements in technology, various software solutions can now provide real-time analytics and reports about employee behaviors and engagement levels.

Why Should CEOs Care?

As the leading force behind your company, your role extends beyond decision-making and strategy implementation. It is incumbent upon you to be the driving force behind a culture of continuous improvement and strong organizational behavior.

By measuring and understanding organizational behavior, CEOs can unlock a treasure trove of insights that can drastically improve their workplace culture, employee satisfaction, productivity, and ultimately, the bottom line. In the service-based industry, where people are the product, this understanding can make the difference between business success and failure. So, why not embed this practice into your leadership strategy today?

Curious how Organizational Behavior consulting can help you resolve your business problem? Contact our Chief Management Consultant for a complimentary strategy session.

Why You Should Consider Adding a Mentorship Program to Your Organizational Design

WWC CEO Diane Dye Hansen with her mentor, Top 100 High-Performance Trainer Brendon Burchard

The pathway to executive leadership may seem like a solo adventure, but even the most accomplished leaders didn’t get there on their own. They had mentors – guides who offered wisdom, support, and a sense of camaraderie in the trenches of business.

Did you know employees who feel they’re progressing in their careers are 20% more likely to still be working at their companies in one year’s time?

Frighteningly, more than 70% of high-retention-risk employees say they’ll be forced to leave their organization to advance their careers.

This is something you can control – and it doesn’t have to be costly for your organization.

Here’s why implementing a mentorship program within an organization brings a multitude of benefits to both individuals and the company as a whole.

  1. Talent Development: A mentorship program is a strategic way to groom future leaders and cultivate high-potential employees. This ensures a steady pipeline of talented, company-trained individuals ready to step into leadership roles when required.
  2. Knowledge Transfer: Successful mentorship programs foster an environment where knowledge and expertise are shared across generational and hierarchical boundaries. It allows for the transfer of tacit knowledge from seasoned employees to newer ones, enhancing productivity and innovation.
  3. Enhances Company Culture: Mentorship programs often lead to a more inclusive and learning-oriented organizational culture. They provide a platform for individuals to connect and feel valued, improving overall morale and fostering a sense of belonging.
  4. Retention Rates: Companies with mentorship programs often have lower turnover rates. Employees engaged in mentorship programs feel more satisfied, and supported in their roles, and can envision a long-term path within the company, reducing the likelihood of seeking opportunities elsewhere.
  5. Encourages Diversity: Mentorship programs can be utilized as an avenue to encourage diversity within leadership. Pairing individuals from different backgrounds, departments, or demographics can cultivate understanding, dismantle stereotypes, and create diverse, robust leadership.
  6. Fostering Interdepartmental Understanding: By pairing employees from different departments, mentorship programs offer insights into various parts of the company. This understanding can break down silos, improve collaboration, and lead to holistic business strategies.
  7. Improved Performance: Regular interaction with a mentor can increase an employee’s work performance. Since mentors often provide guidance, support, and feedback, mentees can learn and implement better work strategies.
  8. Boosts Employee Engagement: Mentorship programs can significantly boost employee engagement by providing a clear path of growth and development. Employees who are engaged are known to be more productive and motivated.

By embracing mentorship, organizations can build a more resilient, adaptable, and effective workforce, ultimately influencing the company’s bottom line positively.

A mentor is an invaluable asset.

They provide wisdom, guidance, and support, which elevates personal growth and professional success to unparalleled heights.

  1. Valuable Experience: Mentors have traversed the challenging path to success and rebounded from setbacks. They can share these experiences with you, providing valuable lessons in leadership and resilience. With their guidance, you can avoid potential pitfalls on your journey to the top.
  2. Enriching Network: A mentor often comes with a vast network of connections. They can introduce you to influential individuals in your industry, helping to widen your professional circle. This can open doors to opportunities you may not have found on your own.
  3. Constructive Feedback: A good mentor provides honest, constructive feedback. They won’t sugarcoat the truth but will deliver it in a supportive manner. They are there to help you learn and grow, not to tear you down. Their objective criticisms can help you become a better leader.
  4. Informed Decision-Making: Executives often face tough decisions that impact their companies and teams. A mentor can provide insight and advice on these matters, helping you to make wise, informed decisions.
  5. Learning from Mistakes: Mentors have made their share of mistakes and learned from them. They can share these experiences and the wisdom gained from them, helping you to avoid similar missteps.
  6. Personal Growth: A mentor cares about your personal growth. They can help you develop important leadership traits such as empathy, resilience, and strategic thinking. With a mentor’s guidance, you can grow into a leader who inspires and motivates their team, rather than ruling through fear.

Enrolling your leaders in mentorship programs doesn’t mean they are failing. Mentorship is a proactive strategy that helps underscore your organization’s value of continuous learning and personal growth. A mentor is not only a guide but also a friend within (or outside of) the organization who walks with your team on the path to executive leadership, reinforcing your current learning and development strategy.

Curious about how a mentorship program can enable performance in your organization? Contact WWC for a complimentary consultation.

Read these books to learn more about building internal mentorship programs.

Designing Workplace Mentoring Programs – An Evidence-Based Approach: (1st edition)

Improving Performance Through Learning

Give and Take: A Revolutionary Approach to Success: Adam Grant

Unlock Organizational Identity: How CEOs Can Create Purpose, Pride and Belonging to Enhance Performance

Creating an organizational identity is a powerful tool for CEOs and leaders, enabling them to shape the collective sense of purpose, pride, and belonging that employees have toward the organization. It can help enhance employee performance through improved attitudes and behaviors, while also enhancing the overall reputation of the organization. In this article, we discuss the importance of developing organizational identity and offer strategies for how CEOs can create an environment where employees feel connected to their organization and motivated to perform.

Organizational identity is a complex concept, but it can be boiled down to the collective sense of purpose, pride, and belonging that employees have toward the organization. It’s a powerful force that shapes attitudes and behaviors – both positive and negative. A strong organizational identity connects employees to their core values and mission, motivating them to achieve success as a team. It also helps create an environment of trust and loyalty; when employees are proud of their organization and feel a sense of belonging, they will be more likely to contribute positively to its success.

The role of CEOs in shaping this identity is critical. Their decisions directly influence how employees perceive the organization, so it’s essential for leaders to take an active role in creating an environment where employees feel connected to the business and are inspired to reach their full potential.

Here are some strategies for how CEOs can create organizational identity:

1. Establish clear values and goals: The first step is to define the organization’s core values and set clear goals for achieving success and growth. These should be communicated clearly throughout the organization so that everyone understands what they’re working towards. This will help drive motivation and commitment among employees as they strive to reach these objectives.

2. Foster collaboration and communication: It’s important for CEOs to foster open communication between departments and teams so that everyone feels connected to one another. This could include implementing regular meetings or online forums for sharing updates on progress towards goals, brainstorming ideas, or discussing challenges faced by different groups within the organization. By fostering collaboration across teams, organizations can strengthen bonds between individuals while also improving problem-solving skills and performance overall.

3. Celebrate successes: Celebrating achievements – both big and small – is key for building employee morale and pride in the business as a whole. Showing appreciation for hard work demonstrates that leadership recognizes each individual’s contributions, which can further strengthen organizational identity by creating a feeling of inclusion within the company culture.

4. Involvement in community initiatives: Corporate social responsibility has become increasingly important in today’s world; thus, it’s essential for CEOs to take advantage of this opportunity by getting involved in community initiatives such as volunteer projects or charitable donations that align with the company’s core values.

These activities will help deepen engagement among employees while also promoting positivity around the brand externally – all contributing toward building an impactful organizational identity over time.

Creating an organizational identity isn’t always easy – but when done right, it can result in significant rewards, from improved employee engagement levels through higher performance enablement via greater loyalty amongst staff members. As such, it should be considered essential for any CEO looking to build a successful team-oriented culture within their organization – one that encourages collective purpose pride, and belonging whilst enabling the achievement of targets set forth by leadership. By taking an active role in developing an organizational identity within their businesses – utilizing strategies such as setting clear values and goals while also celebrating successes achieved – leaders can create a lasting impact on employee attitude and behavior whilst enhancing overall performance too!


  1. Schein, E. H. (2010). Organizational culture and leadership (4th ed.). Jossey-Bass.
  2. Denison, D. R. (1990). Corporate culture and organizational effectiveness. John Wiley & Sons.
  3. Kotter, J. P., & Heskett, J. L. (1992). Corporate culture and performance. Free Press.

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