Agile isn’t just for tech anymore. It’s been working its way into other areas and functions, from product development to manufacturing to marketing—and now it’s transforming how organizations hire, develop, and manage their people.
THE CULTURE FACTOR - Employee attitudes can make or break your business. Here’s how to get everyone moving in the right direction. (HBR Jan/Feb 2018)
Much has been written about the effect of this intangible concept of “culture” and it’s influence on organizational success. In addition to being intangible, the culture issue is far more complicated than being just “good” or “bad”. This Harvard Business Review article below, describes a model of eight distinct styles of organizational culture, each with its own set of advantages and disadvantages, based on the spectrum of these two dimensions: People Interactions and Response to Change. This is a must read for Culture Leaders and Engagement Professionals. A brief questionnaire is also provided to help you to identify your company’s current style of culture. Further examination will determine whether or not it is serving to support your company’s current goals and strategy. Examples are given of how some organizations addressed issues by redirecting their style of culture.
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Building Strong Culture through Habit Transformation
Whitepaper: State of the Global Workforce
TODAY’S WORKPLACES ARE EXPERIENCING CHANGES at unprecedented rates. The rise of digitization and automation, increased access to information, and the globalization of markets are among the trends challenging traditional approaches to work, company cultures, management and jobs. Organizations everywhere are looking for strategies and tactics to stay competitive and grow — and simply doing what they’ve done in the past will likely prove unsuccessful.