by Sheila Margolis on July 25, 2011
When things are not going well—for example, good employees are leaving, commitment seems lacking, productivity is not up to par—an organization needs to make some changes. But where do you start? Unless the remedy is clear, rather than making isolated changes, the smarter strategy is to examine the culture of the organization.
When you incorporate change through a culture-defining and alignment process, the organization clarifies the desired values, reviews current practices, and creates a plan for more effectively living those core culture principles. Through this process, expectations for behavior are understood. Any behaviors that are not in sync with the core values are seen as a gap that must quickly be remedied.
Many believe that organizational culture change is a long and involved process. But when employees participate in defining and molding the culture to enhance the organization’s ability to succeed, then the changes that emerge are easier to implement.
Use organizational culture change to bring needed change to your company. Let change management really be a process of defining your core culture, auditing your Practices and Projections, and executing a plan to live the core culture principles and values better each and every day. Bring change from the inside out. Treat your organization as a system. Link organization change to the culture that is valued.
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by Sheila Margolis on January 26, 2010
Prosper Using the “Why,” the “How,” and the “What”
How would you describe the people in your organization?
- Do employees genuinely care about the organization? Do they feel a connection to its contribution and its unique character?
- Do valued employees want to continue working there? Do they identify with the organization? Do they feel invested in its future?
- Do employees regularly put forth extra effort to help the company succeed? Are they adaptive? Focused? Persistent in their efforts? Are they willing to take on added tasks when they see the need?
Work today is different from the past.
If this sounds too idealistic, maybe it’s because organizations of the past have used a different model for work. In an environment of command and control, the focus was on following rules, with little place for personal initiative. But today, that model cannot thrive in our global, highly competitive, constantly changing, and transparent world. Successful organizations today are characterized by high energy, a sense of urgency, focus, passion, and perseverance.
So how do you help your organization generate the enthusiasm that propels it toward prosperity? The key is to share a—bigger picture—view of work to guide people as they create the success each organization seeks. [Continue reading…]
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