Research

Culture isn’t just a reflection of how people feel—it’s a measurable driver of performance, retention, and valuation. Organizational Behavioral Intelligence (OBI) gives leaders the clarity to see how culture is accelerating—or limiting—business outcomes before those signals show up in financial results.

After more than 50 episodes of the Leadership Levers Podcast, 10 powerful insights emerged—on trust, clarity, culture, alignment, and how leaders actually lead when pressure is high. These lessons aren’t theories—they’re field-tested by CEOs, founders, and operators across industries.

Organizational resilience is built through feedback that connects leaders with frontline realities. Structured, reciprocal, and frequent feedback loops strengthen trust, accelerate learning, and enable rapid adaptation. William Lindstrom shares a framework for designing feedback systems that align leader actions with workforce insights to help organizations pivot and thrive under pressure.

May’s Reflection summarized the limitations of “buy-in” and advocated for a more theoretically grounded method of effecting organizational change. This month, we cover other aspects of “Buy In” and why leaders need to understand the differences. This understanding is key to why some change initiatives succeed and others fail.   Before diving into how leaders can mitigate the loss of purpose and lead through change – it is critical to distinguish between organizational identi

Topic : Leadership, Innovation, Organizational Change, Culture Audience : Leaders, CEO, COO Author : William Lindstrom, CEO, The Culture Think Tank I believe most leaders will agree that change and innovation are essential for growth. Leaders are not employed and rewarded for doing the same thing or maintaining the status quo. They are employed and rewarded for driving growth, which inevitably requires change and innovation. This leadership demand raises the obvious question.

Return on Culture and OBI

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