You're an executive, and you’ve come up with brilliant ideas to transform your organization into a better, more successful company. Now, all you have to do is enact these major changes and your organization will be better for it. But wait - who will lead this change? Unclear change leadership can lead to confusion in roles, governing structure, decision-making, resourcing, timeline, prioritization, and conflicts with daily operations.
“A well-designed organization ensures that the form of the organization matches its purpose or strategy, meets the challenges posed by business realities and significantly increases the likelihood that the collective efforts of people will be successful.” —Dr. Roger K. Allen
Company culture. Despite what trendy start-ups may boast, it’s not just about cool offices, the ping pong table in the break room, or the kombucha on tap. And it’s not simply installing “casual Friday,” either. Understanding company culture—and ultimately, being able to implement culture change—means getting in touch with and shifting the organization’s interior, its long held beliefs, values, and ways of being. Being a leader of culture change requires navigating the energetic and emotional stuff below the “stuff,” because only then can any changes to the “stuff” actually be sustained.
Most of us strive to be leaders, but we’re all just normal human beings, first and foremost. We all have an ego that is conditioned to respond to situations as we do. These are our habits, tendencies, and default ways of being, working and relating. We also all have a higher Self, or Being, that allows us to observe our ego’s in action and make change when we are consciously aware.
Greetings to you,It’s great to re-connect after a long “radio silence.” These past couple years have been jam packed. We’ve been running at full capacity with client work, and have had little opportunity to reach out and connect. But that is changing. Here’s a quick update about what we’re up to, and how you might benefit.
I hear change management specialists saying all the time things like, “It all comes down to people. If our leaders would just focus on people, then our transformational change efforts would all succeed.”
I know that many professionals believe those words.
For me, they give me heartburn.
You have likely heard the question, “How do you eat an elephant?” With the answer being, “One bite at a time.” Transformational change is often approached the same way…mistakenly.
Global Change: Your inner world, your inner culture
As you evolve and your seeing becomes both broader and deeper, you begin to realize that change is very similar at all levels of reality.
Personal change parallels the same dynamics that occur in organizational change, which also models planetary change pretty darn well. The difference is scale.