Cultural Change:
A Process, Not an Event
Culture improvement plans don’t take effect overnight. The key is to seize the early momentum and to commit to the long-term nature of the process.
Culture improvement plans don’t take effect overnight. The key is to seize the early momentum and to commit to the long-term nature of the process.
Leaders often “protect” employees by letting them offer feedback with anonymity. This may increase participation but it also reduces accountability. There’s a better way.
The main headline in a recent Wall Street Journal article read: “The Performance Review is Back.” My question is this: Where did it go? And more to the point, why?
In a recent strategy session, a leadership team realized that growth would require changes in process, structure, and people.
Business strategy takes many forms but has its roots in one simple idea: Identify and satisfy customer needs in a way that is unique from the competition. And be ready to seize opportunities quickly and efficiently.
Many organizational leaders struggle with culture change. Modulating expectations, especially early on, may help.