Came cross this interesting chart about titles that speaks about the ingredients for a successful change of culture in organisations. Kudos to those who had helped to make it.
I am sure the above titles are worth reading and some are in my reading list. In today’s fast corporate world, people hardly get time to implement these recommendations and change the status quo for the fear that it will not be welcomed by many, especially if the organisations are a decade or more old and the leadership is unchanged during this period.
In still older organisations, this turns out to be an impossible task as people of successive generations are still serving the company and their views and practices quiet differ, resisting the change. But the same set of people follow a new culture when the organisation changes hands and the new management follows a different ethos and culture. Those unable to adapt, has to take the pink slip and move out. Culture shocks are not for everybody’s liking when organisations are taken over or merged.
In Indian corporate context, there are enough examples of companies having successive generations of employees toeing the same set of work culture that had seen them go stronger over the years. Their leadership takes great effort to bring together the different generations seamlessly and stitch up a tight system that works in tandem with the organisation’s goals.
In the recent years many start-ups have made headlines for their faster growth and their founder owners brought in a culture that resonates with success and they mostly bring in a second level management team that could identify with their vision and work ethos.
There is no definite formula for culture change that fits all. It is a continuous learning process to realign practices and methods to suit people on board and the customers.
#management #ethos #leadership #culture #change
THE PULSE by Sivakumar Gopal 