Culture eats change for its breakfast! How many time have you discovered it? Have you noticed any indicators of it? How many times have you blamed the culture?
Isn't culture presented on what people do, say, and act? Studies tell us that people are of good nature. Most people (99% to be exact) do what they believe is right. They don't intend to resist change. They even are willing to help, and maybe they don't know how. They genuinely want to see the transformation becomes successful. They are resourceful as well. One might ask, how come there are many catastrophic stories when it comes to organizational transformation?
Have you heard the famous quote, "If all you have is a hammer, everything looks like a nail"? Could it be that we are not looking at transformations with the right perspective? Could it be that we only have, and use a hammer? Maybe we have different types of it, and we don't even notice?
If the above interests you, please join us. Let us share our experiences, and how we moved away from using the "hammer" within organizations. We looked at culture from three different perspectives; Culture as an outcome, Culture as an objective and Culture as a goal. Each can take you to a completely different end states. We are going to share with you what we learned from our experience in transforming one of the biggest departments of one of the top 5 banks in Canada.