Corporate cultures: How not to alienate people & how to unlock the revolutionary zeal

Food for thought – these 11 days away from work has given me the time to stop and think about what it is that has got me unmotivated & disillusioned about the company and what would be a constructive approach to resolving the issues that I face.

Trolling the web, I came across two interesting blogs by “The Strategist” – Thomas A Stewart on BNET.  In a series of blogs focusing on the Corporate culture – he focuses on how not to alienate people & in the other on how to unlock the revolutionary zeal in a company.

Below I have quoted the most interesting parts of the first blog for me:

http://www.bnet.com/blog/strategist/corporate-revolution-how-not-to-alienate-the-people/457?tag=content;drawer-container

Quote:

“Here’s a real life example of dunderheaded revolutionary rhetoric. I’m paraphrasing an actual change proposal that I saw in a previous life, one that called for radical reorganization, a huge (more than 30%) cost reduction, and politically sensitive rearrangement of lines and boxes. (It’s been edited to protect the guilty.) Making the case to leadership, the change team said revolution was justified

because of lack of consolidated strategy and priorities; inadequate capabilities compared to competitors; inefficient spending; internal best practices not shared; long tenure and high cost for most staff, who do not add value commensurate with their costs.

You think I’m strategically sloppy, incapable, inefficient, complacent, and overpaid–and you want me to participate in the change effort, give you my best ideas, and sign up for the revolution? I think I’d better get ready to sign up for unemployment instead.

By contrast, here’s the prologue to another document, different case, but calling for roughly the same scale and kind of change:

The drastic cost reduction target opens up a window of opportunity: To design a wholly new, more effective and efficient operating model. Reducing expenditures only by reducing volume of activities would kill the organization. Instead, we can aggregate inefficient activities and create focus. Once the results are clear, we can rescale.

Now, some of this may be Newspeak: Those windows of opportunity will surely be used for defenestration. But, hey, designing a wholly new operating model, creating focus, and planning how to rebuild–I could pitch in for that.” Unquote.

Simple really – its not the idea that you present to the company but how you present it. To ensure buy-in and ultimately succesful implementation of the revolution, the idea needs to presented in a way that makes it palatable to the one’s who will ultimately do the work. A successful sell to those inside the company will generate enthusiasm and motivation, ensuring that the team is pulling together towards the desirable destination or outcome.

The second blog concentrates on how to ensure the buy in:

http://www.bnet.com/blog/strategist/corporate-revolution-unlock-your-culture-8217s-revolutionary-zeal/476?tag=content;drawer-container

Quote:

“Don’t change the unchangeable. Cultures exist because they work. They may have dysfunctional elements-most do-but a culture survives because it does the group more good than harm. (For example, if people are unfairly punished when things go wrong, avoiding accountability is a constructive, self-preservative adaptation.) Consequently, you can’t change a culture without changing the circumstances that make it persist-e.g., without changing the work.

Change behaviors, not values. If “culture is how we do things around here,” difference (and similarity) between capabilities and culture is this: Capabilities are the things we do well; culture is all the things we do, including those we do badly. So the way to start changing culture is to start with things you do well, change a few other key things for the better, and expand that beachhead. If you tell someone his values are screwed up, he’ll tell you to screw yourself. Instead, insist on a few behaviors-greeting customers when they come onto the floor, making eye contact, saying thank you. Minds will follow.

Find your rebels and make their cause yours.” Unquote.

Ensuring that the buy-in remains a continuous process, one needs to celebrate the behaviors that support the ultimate goal. Unfortunately, celebrate the wrong behaviors or people and all you are creating is a culture where the celebration becomes a mockery. Don’t celebrate at all and people won’t see the recognition of their effort. It’s a fine and tricky line to walk and one that ultimately determines who stays and who leaves in frustration from the company.

Most people who are capable of change will jump ship, they are the one’s who are not afraid to adapt to the new corporate culture in their new company. As they go, they take their competence, knowledge and the last impression of the current company with them. An impression which will go a long way in determining how they will deal with their ex-company in the future. When this churn rate becomes higher than expected or desirable, the company will ultimately find themselves stuck with the people who do not believe that they will find a similar or better position out there in the industry, whether it’s a question of competency, the malleability of their skill set or the courage to make the change is another matter all together. What does that leave the company with? the dregs, the bottom few and the new bloods who are just happy to have a job at all.

A company’s success ultimately depends on its ability to attract and retain the best talents – and that is when the people make the choice to stay with the company even when they have the opportunity to a better position, pay etc. in another. Failure to recognise this simple fact or pull towards the desirable goal of retaining the best due to inconsistent practices between the top management, human resources & the line managers who manage these talents – is corporate failure.

Advertisements

Posted on February 17, 2011, in Uncategorized. Bookmark the permalink. Leave a comment.

Leave a Reply

Fill in your details below or click an icon to log in:

WordPress.com Logo

You are commenting using your WordPress.com account. Log Out / Change )

Twitter picture

You are commenting using your Twitter account. Log Out / Change )

Facebook photo

You are commenting using your Facebook account. Log Out / Change )

Google+ photo

You are commenting using your Google+ account. Log Out / Change )

Connecting to %s

Fortuitous Forty!!!

figuring out life after 40...

Inner Whispers

Messages from Within

Triangle Below Canal Street

Don't Sleep On This

House of Uncommons

The uncommon perceptions, wisdom, and senses

Life on the road

Travel, Adventure and Roadtrips.

Attila Ovari

Loving Life and Inspiring Others

rennydiokno.com

global group of international organization for poverty & disable development program

Naijacarrot

finishing lives since the era of dinosaurs

Kezia Lubanszky

Writer, Editor, Bridget Jones Enthusiast

Tania Marie's Blog

Creating Life as a Work of Art

How Far From Home

Two Creatives. One Wanderlist. Zero reasons to stay at home.

we hunted the mammoth

the new misogyny, tracked and mocked

I Do & Adieu

I Do & Adieu

Kendall Kessler Art

Original Art by Award Winning Artist Kendall Kessler

Just A Primer

Musings and other thoughts on beauty.

FOOD LAW LATEST

food safety, food law, food frauds, food recalls, food

The Renegade Press

Tales from the mouth of a wolf

Reiki Mark Cross

Peace, happiness and relaxation

My Life

The Daily Adventures of a Single Mom

traces of orange

S M SHAHRUKH

Agro and Farming

A Blog about Agriculture and Farming related NEWS, Reviews, Technologies, Products, Crops, Tips, Thoughts, Stories and lots . . .

ValerieTarico.com

AwayPoint: Between An Island of Certainties and the Unknown Shore

ideas.ted.com

Explore ideas worth spreading

hessianwithteeth

This site is all about ideas

A Narcissist Writes Letters, To Himself

A Hopefully Formerly Depressed Human Vows To Practice Self-Approval

Casey Fiesler

#academia #internet #law #feminism #geek

leylashah2014

just another boy who wants to be a girl

The Accidental Mathematician

Because "exact science is not always exact science."

YIN NEW ZEALAND

A place for lovers of Yin and Yang to unite

Critical Dispatches

Follow me on Twitter and Instagram @RichyDispatch

Affairs News

The mouthpiece of the Minorities in Bangladesh

wellfesto

hacking health, designing life

সাদাসিধে কথা আর্কাইভ

মুহম্মদ জাফর ইকবাল এর কলামগুলোর সংগ্রহ

The Belle Jar

"Let me live, love and say it well in good sentences." - Sylvia Plath

Single Mom Spot

Strength in the Singular

Where is Shyamni?

Being Sharon; finding Shyamni...

Quartz

Quartz is a digitally native news outlet for the new global economy.

The Bachelor of Arts in Liberal Studies

Online Programs in the Humanities and the Social Sciences at UNCG

A Travel Blog

By Lena Desmond

TED Blog

The TED Blog shares interesting news about TED, TED Talks video, the TED Prize and more.

Kindness Blog

Kindness Images, Videos, True Life Stories, Quotes, Personal Reflections and Meditations.

The Only Way Is Dhaka!

Daily blog of an Englishwoman (married to a Bangladeshi) living in Dhaka, Bangladesh....

%d bloggers like this: