“Organizational culture is how things get done around here.” – Deal and Kennedy
Organizational culture has been a popular topic for decades. Many now agree that culture is very important, that it can be managed, and that the board needs to be not only informed, but also involved. Where there is less agreement is how the board should be informed and involved vis-à-vis organizational culture. It is a complex area, and should not be underestimated. Research suggests that shifting an organization’s culture is the most difficult change initiative undertaken by organizations. Culture is a critical success factor for the organization, and the board must be appropriately engaged. The aim of this blog is to provide guidance for boards of directors in relation to culture and the board’s role with the following seven steps.
As an executive coach, and management consultant, I regularly hear about change fatigue and employee burnout. These issues are real, and often take a great toll on people in the organization — and the organization’s ability to be successful.
Here are a couple of tips to help with this:
– Make a list of all of the change initiatives underway in your organization. Postpone those change initiatives that can be postponed. End those that aren’t going anywhere.
– Every time you decide to start a new change initiative, decide what your organization is going to STOP doing to free up resources for the new change initiative.
Today is a great day to get started!
© Dr. Karen Somerville, PhD, C. Dir., MBA, CPA, CGA, CEC – is a scholar-practitioner with more than 25 years of experience in Senior Management. Karen is an expert in Organizational Change, a Chartered Director, a Certified Executive Coach and the President of Performance Plus Group: www.performanceplusgroup.com .
Check out this link for my article that was published in Upsize Minnesota in Jan. 2017 about stepping up your game and hiring a coach: http://www.upsizemag.com/business-builders/coaching . I will welcome your comments!
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